The Compensation Manager will develop and deliver compensation programs within the Americas geography that maximize competitive advantage through Clarks people and in the resourcing marketplace in alignment with the global Business strategy. They will provide regional support and expertise to teams on the use of policy, strategy and frameworks within the overall Global Compensation strategy.
location: Waltham, Massachusetts
job type: Permanent
salary: $100,000 - 120,000 per year
work hours: 8 to 5
education: Bachelor's degree
experience: 3 Years
- Collaborate with the global compensation community to inform and deliver the regional compensation strategy to maximize return from our investment in people.
- Design and develop innovative compensation initiatives which support the future strategic and tactical objectives of the business, through provision of recommendations based on analysis, insight and thought-leadership from a range of internal and external sources, to inform design and measure impact.
- Oversee pay benchmarking processes geography-wide, assess regional practice to ensure Clarks position in the marketplace is maintained in line with agreed pay principles and advise where inconsistency exists.
- Oversee the accurate development of the annual pay ranges by job family across the group, ensuring they relate to external market trends and internal organisational demands and priorities
- Consolidate recommendations for the annual pay review from across the group, ensuring financial impact is accurately costed and that awards are budgeted, adhere to any legislative requirements and reflect market trends and key economic factors. Ensure tools, templates, and communications are available for the effective delivery of the annual pay review for all Clarks employees.
- Manage and oversee appropriate governance of compensation approaches, including management of the exceptions/off-cycle process for non-standard compensation interventions, seeking approval from decision-makers where required.
- Develop external network of contacts with other organisations, and source geographical data sources to gather insight on competitors to inform future reward activity - share insights with regions/ group functions.
- Bachelor's Degree in Business or Human Resources preferred
- Certified Compensation Professional (CCP) certificate preferred
- Professional in Human Resources (PHR) certificate preferred
- In depth knowledge of legislation, best practice and emerging trends and models within the compensation space.
- Knowledge of reward practices and approaches
- Job design and grading methodologies
- Pay banding methodologies
- Benchmarking and evaluation techniques
- Able to build an effective, commercial business case with costs and benefits identified.
- Good understanding of HR processes and ways of working
- Up to date on reward and technology trends and insight
- Ability to use data, analytic approaches and insight to inform reward program design and evaluate effectiveness
- Able to manage complex project plans with inter-dependencies using an appropriate planning tool and identifying resources and critical paths
- Ability to facilitate a matrix group of stakeholders to a successful outcome (workshops, steering groups)
- Strong interpersonal and communication skills (able to influence and persuade, build relationships, solve problems and analyse issues)
- Strong stakeholder management ability, gaining buy in and commitment to projects and plans
- 3 rd party relationship management
- Experienced in solving problems and creating mitigation strategies to ensure successful outcome of projects and plans
- Successfully managed a range of global reward programs in collaboration with others, including 3 rd party providers.
If interested please contact:
Randstad Professionals, Executive Recruiter, Direct Hire
Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status.