In collaboration with the Director of Compensation, Benefits & HRMS, the Global Compensation Manager is responsible to develop, design, analyze, implement, administer, and monitor global compensation programs, policies, and procedures. The individual ensures the plans support the company goals while allowing the company to maintain competitive placement in the market and continued compliance with legislation. The Global Compensation Manager is responsible for understanding the Total Compensation trends and ensures best practices are utilized in the design and execution of the programs.
The Global Compensation Manager provides critical support in the analysis, development, design, execution, implementation and ongoing administration and maintenance of the organization’s domestic and international market-based compensation programs including, salary structures, annual merit process, promotions, job evaluations, and rewards and recognition programs. Includes studies, surveys, impact analyses, modeling, costing, presentations, ad hoc data reporting, HRIS reviews and clean-up or other specialized data as needed;
Ensures all total compensation programs and practices are in compliance with all regulatory requirements and agencies in the US and internationally; implements action where appropriate;
The Compensation Manager will serve as an advisor to managers and HR Partners to ensure the compensation programs meet requirements for compliance.
The Global Compensation Manager will manage two analysts;
Evaluate any new or revised jobs and determine appropriate job grades, and salary ranges. Jobs analysis may include utilizing questionnaires and interviews to collect job related information, prepare job families to document job content, scope and specifications. Evaluates jobs for internal equity, external competitiveness, and communicates evaluation results to appropriate management;
Conduct market salary surveys; collect and analyze market data and maintain salary survey data library; maintaining and updating job families, determine competitive position of company salary range structure; develop and present recommendations for annual structure and prepares financial analysis of plan impact;
Conducts various annual pay reviews including producing metrics on performance distribution, percent in range, merit movement, comp-ratio, and other metrics and analyses as needed;
May provide work direction and training to HR Partners as needed.
Partner with Finance and HR Partners in aligning incentive plans and goals;
Develop and deliver communication materials to educate and explain incentive programs to employees and managers;
The Global Compensation Manager will oversee the global mobility program for expatriates;
Oversee the Global Mobility Analyst;
Ensure research best practices, legislative trends, and external competitiveness; ensures policies are competitive and aligned with business strategy, donor regulations;
Provide counsel and collaborative support to managers, HR Partners, Staffing, Business Development regarding the International Assignment Policy interpretation and execution.
Bachelors degree in Business, Management or Human Resource Management, Master degree preferred;
10 years of progressive experience in compensation;
Should be well versed in the area of employee compensation practices (job analysis, documentation, evaluation, equity, market pricing, costing, salary structure design, merit programs, and other reward programs);
Preferred candidate will have compensation experience in international and domestic activities;
CCP (Certified Compensation Professional) a plus;
Strong qualitative and analytical skills including data manipulation, querying, and reporting required;
Strong organizational skills with the ability to manage multiple projects involving coordination of internal and external resources;
Must be proficient in Excel spreadsheet development including the building of complex formulas and calculations, functions, pivot tables, filters, lookups, table joining, and table management;
Excellent customer service orientation, flexible attitude, adaptable to change, team player, and able to handle multiple projects at once;
English fluency required; additional language skills helpful.
Management Sciences for Health is a private, non-profit organization that works collaboratively with health care policy makers, managers,...