Compensation Manager

Job Summary:

Responsible for developing, implementing, and administering compensation programs that support regional objectives and ensure competitive market positioning for the Asia Pacific (APAC) region, across 13 countries. This role leads the design and governance of broad‑based, incentive, and specialized compensation plans, provides strategic consultation to HR and business leaders, and ensures compliance with compensation policies, regulations, and best practices within the region.

Principal Responsibilities:

• Helps to plan and develop compensation programs by evaluating cost and effectiveness of programs
• Provides analytical and technical support in the design and implementation of the organization's compensation strategy
• Provides HR and management with ongoing consultation, and develops and designs plans, programs, processes and tools which effectively manage competitive and compliant programs
• Designs, implements, and administers base pay, incentive and other rewards programs
• Provides compensation counsel and support to the HR Business Partners (HRBPs) and collaborates with department managers business leaders
• Reviews proposed salary adjustments for conformance to established guidelines, and recommends corrective or alternative actions to resolve compensation-related problems
• Recommends organization salary structure movements and salary increase budgets and administers annual compensation programs such as merit cycle
• Provides guidance, advice, analysis and training of Human Resources departments in connection with compensation policies
• Works closely with senior leadership to oversee the implementation and communication of compensation policies and programs
• Provides guidance, advice and training to HR, leaders and team members on compensation plan design, administration and operations
• Monitors and benchmarks the marketplace to determine organization's competitive position
• Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements
• Prepares special compensation studies and makes recommendations on compensation subjects
• Ensures adherence to applicable organization policies and practices as well as tax and legal regulations
• Audits the compensation function for process improvement opportunities and conducts research and internal/external benchmarking studies of best practices
• Other duties as assigned

Job Level Specifications:

• Mastery knowledge of industry best practices and disciplines. Considered a subject matter expert within the organization and contributes to the development of new concepts, techniques and standards.
• Develops solutions to highly complex and uniquely challenging situations. Assignments require extensive evaluation of alternatives and variables. Expected to make improvements to policies and procedures.
• Works independently toward long-range goals and objectives. Assignments are often self-initiated using independent judgment and discretion. May act as informal team lead and/or coach less experienced team members.
• Serves as consultant to management and/or internal/external spokesperson for the organization on major initiatives related to policies, plans and long-range objectives.
• Actions may impact the organization and its reputation. Effects of erroneous decisions may be long-lasting, influence the future course of the organization and/or require the expenditure of extensive additional resources.

Work Experience:

• Typically 8+ years with bachelor's or equivalent.

Education and Certification(s):

• Bachelor's degree or equivalent experience from which comparable knowledge and job skills can be obtained.

Distinguishing Characteristics:

• CCP preferred

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills.