Global Compensation Manager

Found in: Appcast Linkedin GBL C2 - 1 week ago

Chicago, United States Insight Global Full time

Position: Manager, Global Compensation

Salary: $130k-$165k+

Location: Chicago, IL (2x a week in office)

Start Date: ASAP

Shift: M-F 8-5pm

Qualifications:

  • Bachelor's degree
  • 7+ years of direct Compensation experience
  • Strong experience creating and streamlining international compensation policies.
  • Strong analytical and problem-solving abilities
  • Extensive knowledge of broad-based and international compensation policies and programs and associated international compliance issues.
  • Proficiency in Microsoft Excel, PowerPoint, and Word
  • Ability to analyze data proficient in MS Excel
  • Excellent project management, organizational, and follow-up skills necessary to prioritize and complete multiple projects and tasks and effectively meet deadlines.
  • Innovative team player with skills to influence and communicate at all levels
  • Excellent documentation, communication, and presentation skills; attention to details focusing on completeness and accuracy of information
  • Demonstrated ability to work independently and within a team, conduct research, cost analysis, formulate conclusions and present conclusions regarding business issues


Plusses:

  • Compensation or HR Certifications preferred (i.e. GCP, CCP, SHRM, PHR)

Day to Day:

Insight Global’s large finance technology company is looking to add to their compensation team The Advisor (Manager), Global Compensation will act as a global consulting manager have the opportunity to gain broad exposure to the various aspects of compensation consulting and to provide direct support to the design and implementation of several global core compensation programs and processes. This also includes market data intelligence gathering and governance as well as global compensation administration and compliance. Responsibilities include:

  • Core Compensation programs administration, development, process alignment, and support to global HR partners and business leaders
  • Support the administration of global common compensation review process, including preparation of data and system, communication and training to HR Partners, and consolidation of data for approvals
  • Provide the analysis and develop annual salary increase, supporting the annual year-end process, etc.
  • Utilize market data to analyze and develop an approach to organizational pay practices and make recommendations for salary changes to ensure internal equity and long-term strategic investment in our associates
  • Respond to management and HR partners to requests for ad hoc job analyses and salary recommendations
  • Partner with local country HR to analyze market data and to create competitive compensation recommendations and evaluate job level and salary range recommendations
  • Support the completion of domestic and international annual salary survey submissions; support any data pricing updates
  • Participate in compensation surveys in all pertinent countries, maintain market data database with up-to-date job always matching, including loading new survey data, employee data, and job matches
  • Analyze results of salary surveys for client's benchmark and non-benchmark jobs
  • Proactively collaborate using research and market analysis to make recommendations and administer processes improvements
  • Continuously find opportunities to improve, automate and streamline processes
  • Administer the retention bonus program including draft agreements, tracking the acceptance and retention rates
  • Apply knowledge of compensation policies and procedures to recommend and implement solutions
  • Support the develop communications announcing compensation programs, timelines, and changes
  • Assist with compensation compliance requirements including minimum wage analysis and works in support of the broader pay equity activities, supervisor compression analysis, etc
  • Support job evaluations, reclassifications, and reorganizations to determine appropriate salary, grade and job title governance
  • Determine FLSA job classification and formal grade range assignment for all jobs by performing job analysis and applying job evaluation methodology
  • Perform regular audits of the data to ensure changes are within guidelines and have all vital approvals
  • Partner, coach and develop peers and other team members by providing feedback, support, guidance, etc.
  • Contribute to the effectiveness of the year-end annual compensation planning cycle, promotion process, bonus payout, and pay for performance.
  • May lead or participate on special compensation projects and may perform other initiatives as assigned by department leadership.

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