Key Responsibilities
Strategic Compensation Design & Advisory
• Lead the design, evolution, and governance of global compensation programs, including salary structures, job architecture, and pay-for-performance frameworks.
• Provide expert consultation to HRBPs and business leaders on offers, promotions, reorganizations, retention actions, and compensation strategy.
• Translate market data and internal analytics into clear, actionable recommendations that balance competitiveness, internal equity, and fiscal responsibility.
Market Pricing, Analytics & Pay Equity
• Drive market pricing strategy, benchmarking methodology, and advanced modeling for compensation decisions.
• Conduct complex analyses including pay equity, compression, cost modeling, and scenario planning.
• Lead pay equity reviews and partner with Legal/HR to develop remediation strategies and ensure ongoing compliance with pay transparency requirements.
Program Ownership, Governance & Compliance
• Oversee end-to-end administration of compensation programs, including annual merit, bonus, and equity cycles.
• Ensure compliance with U.S. federal and state regulations (FLSA, pay transparency laws, SEC-related requirements, and other applicable rules).
• Maintain strong governance, documentation, and audit readiness for all compensation processes.
• Support executive compensation processes, including modeling, benchmarking, and preparation of materials for senior leadership and Compensation Committee partners.
Equity & Incentive Program Support
• Support the administration of equity programs in partnership with Legal, Finance, and external vendors.
• Assist with long-term incentive (LTI) processes, including grant modeling, tracking, and communication.
• Contribute to the design and evaluation of short- and long-term incentive plans to ensure alignment with business goals.
Global Compensation (U.S., Canada, India)
• Serve as a subject-matter expert on compensation practices and statutory requirements in Canada and India.
• Partner with regional HR teams to ensure market competitiveness, compliance, and consistency across geographies.
• Maintain a global compensation framework that supports scalability and organizational growth.
Process Optimization & Systems
• Partner with HRIS to enhance compensation tools, workflows, and data integrity.
• Lead process improvements to streamline compensation cycles and automate manual workflows.
• Develop dashboards, analytics, and reporting to support data-driven decision-making.
• Identify areas for process improvement, use of AI, and automation.
Communication, Enablement & Leadership
• Develop clear, concise communication materials and training to support compensation programs and leader enablement.
• Prepare and deliver insights to senior leadership, including modeling, trends, and recommendations.
• Provide mentorship or guidance to analysts or HR partners as needed.
Competencies and skills
Qualifications:
• Bachelor's degree in Human Resources, Business, Finance, or related field.
• 6-8+ years of progressive compensation experience, including program design, market pricing, and annual cycle management.
• Strong analytical and modeling skills with advanced Excel capabilities.
• Experience supporting incentive programs and exposure to equity/LTI processes.
• Strong understanding of U.S. compensation regulations, including FLSA, pay transparency, and compensation governance.
• Experience with compensation practices in Canada and/or India.
• Ability to operate independently, manage complex initiatives, and influence senior stakeholders.
• Excellent communication skills with the ability to simplify complex concepts for non-experts.
• Experience supporting industrial, distribution, or manufacturing populations.
Preferences: (Preferred attributes for the position, if any)
• CCP or equivalent WorldatWork certification.
• Experience in a publicly traded company.
• Experience supporting Compensation Committee materials or executive compensation processes.
Competencies:
• Strategic thinking with operational execution
• Analytical decision-making
• Employee-centric communication
• Ability to thrive in a fast-paced, distributed environment
