AI use among compensation and benefits managers is little observed so far. Measured exposure for compensation and benefits managers: 0% (little observed).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

Designs and administers competitive compensation programs, practices, and solutions that support management in creating and maintaining a high performance pay culture. Provides project management leadership on compensation initiatives and new program implementations and has an active role in policy development. Acts as a consultant to provide business customers with appropriate tools to make compensation decisions effectively and efficiently. Develops and presents compensation training to business area(s) on various compensation initiatives.

(Other duties may be assigned)

Designs, implements and administers executive and broad-based employee compensation programs including base pay, and short-term and long-term variable pay

Designs executive and non-executive compensation programs, policies, procedures, and communications in partnership with the Global Compensation Team and HR Leadership

Provides support on compensation initiatives and partners with HR Leaders, HR Business Partners, and internal teams in Finance, Legal, HRIS, Communications, and other areas

Conducts Executive Compensation analysis, creates Compensation Committee presentations, and proxy/annual report data preparation

Designs, administers, and communicates global salary structures and geographic pay differentials for all positions within the organization

Actively participates in the annual salary increase and bonus calculation processes

Leads compensation projects that are technically complex and/or sensitive

Performs job evaluations, market pricing, and job documentations, as needed

Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance

Seeks process improvement and automation opportunities and partners with HRIS team to leverage resources and technology in support of business initiatives and compensation strategies

Provides approvals for new hire wages and promotional increases and recommends base pay, variable pay, and equity replacement valuation and considerations

Develops training initiatives aimed to generate awareness on compensation best practices and the efficient use of compensation programs

Ensures HR team members and managers have the knowledge and tools needed to effectively manage and administer compensation consistent with company philosophy and goals

Manages vendor relationships and participates in salary surveys

Bachelor’s degree from a four-year (4) college or university in Business, Finance or a related field. Seven (7) or more years of compensation experience or equivalent combination of education and experience.

Additional knowledge and skills: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Understanding of executive compensation market practices

Experience in administration and analysis of executive compensation

Strong analytical and quantitative skills and attention to detail

Experience in job evaluation, market pricing, and grading methodologies

Experience in implementing Global Job Architecture is preferred

Experience in creating global salary structures is preferred

Experience in M&A projects, and/or integration projects is preferred

Excellent interpersonal, verbal and written communication skills, as well as ability to interact with all levels of the organization

Ability to complete multiple tasks within critical deadlines

Ability to thrive in a fast paced, changing environment

Advanced skills in Microsoft Office (Word, Excel, PowerPoint)

Proficiency with Human Resources Information Systems (Oracle preferred)

Proficiency with market pricing tools such as, CompAnalyst is preferred

Certificates, licenses, registrations:

Certified Compensation Professional (CCP) and/or Global Remuneration Professional (GRP) is preferred

An Equal Opportunity Employer including Disability/Vets