Randstad Compensation Manager in Dublin, Ohio

Compensation Manager

job details:

  • location:Dublin, OH

  • salary:$62.50 per hour

  • date posted:Thursday, January 31, 2019

  • experience:8 Years

  • job type:Contract

  • industry:Health Care and Social Assistance

  • reference:451037

job description

Compensation Manager

job summary:

JOB TITLE: Manager, Compensation

At company, we're developing the innovative products and services that make healthcare safer and more productive. Join a growing, global company genuinely committed to making a difference for our customers and communities.

What Compensation contributes to company:

Compensation is responsible for identifying, designing and recommending competitive compensation programs that attract and retain employees, driving performance and results, and providing rewards and recognition for individuals and teams. This role will focus specifically on the process of Sales Incentive Design and governance for company.

-Requires the skills to work with global sales programs in a complex sales organization, including design, management and administration of sales incentive plans.

-Manages the process of sales incentive design by leading HR and Business Leaders from various departments including Sales, Finance, Commercial Operations, Legal and more, to develop effective sales programs

-Participates in the development and maintenance of the Sales Incentive Plan Governance model

-Consults with the Sales Compensation Oversight Committee to ensure sales incentive plans adhere to the governance model guiding principles to produce effective plans and minimize risk

-Maintains industry knowledge and applies incentive/reward theory and best practices in support of the development of programs

-Interprets internal and external market drivers to evaluate current compensation programs and recommends/implements changes to improve program effectiveness.

-Consults on compensation programs for international locations including compensation structures, short-term and long-term incentive programs, salary administration, etc.

-Participates in merger and acquisition activities including reviewing current compensation programs of newly acquired companies and creating strategy for integrating newly acquired employees into Company's current compensation programs.

What is expected of you and others at this level

-Applies advanced knowledge and understanding of concepts, principles, and technical capabilities to manage a wide variety of projects in Sales Incentive Design

-Participates in the development of policies and procedures to achieve specific goals

-Recommends new practices, processes, metrics, or models

-Works on or may lead complex projects of large scope

-Projects may have significant and long-term impact

-Provides solutions which may set precedent

-Independently determines method for completion of new projects

-Receives guidance on overall project objectives

-Acts as a mentor to less experienced colleagues

-Strong team leadership and influencer skills

Accountabilities

-The Compensation Manager is responsible for the successful execution of all aspects of sales incentive compensation design across Company sales teams from strategy design through administration (this role will not "own" administration but will work closely with the administration resources)

-Support Sales compensation education and design process

-Manages the Annual Compensation Planning Process which includes the review and design of sales incentive plans, long-term incentives, and merit increases.

-Partner with key constituents across the organization: Sales, Sales Operations, HR, Finance and Legal

-Partner with the Finance team to develop analytical tools and models to forecast and manage plan expense, and drive performance through prudent plan design, review and evaluation.

-Develop techniques for compiling and preparing data for senior management.

-Conduct market salary surveys on sales positions; collect and analyze market data and partner with compensation analysts to maintain data library; maintain and update position descriptions

-Determine competitive position of salary range structure; develop recommendations for annual structure and budget adjustments to maintain internal and external equity in sales pay plans

-Research best practices and recommend plan and program revisions and/or new plans that are cost effective and consistent with compensation trends and business unit objectives

-Draft and support communication of plan documents, offer letter templates and sales incentive training materials

-Accurately interpret, counsel, and educate sales leadership on sales plan mechanics, policy and guideline interpretations and the use of contests and spiffs

-Identify and recommend process improvement and tool enhancements

Qualifications

- Bachelors in related field, or equivalent work experience, preferred

-8+ years of experience in related Compensation field, preferred

-Experience in leading Compensation teams or functions, preferred

-Certified Compensation Professional and Global Remuneration Professional certification, preferred

-International and mergers/acquisitions compensation experience, preferred

-Bachelors in related field, or equivalent work experience, preferred

-8+ years of experience in related Compensation field, preferred

-Experience in leading Compensation teams or functions, preferred

-Certified Compensation Professional and Global Remuneration Professional certification, preferred

-International and mergers/acquisitions compensation experience, preferred

location: Dublin, Ohio

job type: Contract

work hours: 8 to 5

education: Bachelor's degree

experience: 8 Years

responsibilities:

Accountabilities

-The Compensation Manager is responsible for the successful execution of all aspects of sales incentive compensation design across Company sales teams from strategy design through administration (this role will not "own" administration but will work closely with the administration resources)

-Support Sales compensation education and design process

-Manages the Annual Compensation Planning Process which includes the review and design of sales incentive plans, long-term incentives, and merit increases.

-Partner with key constituents across the organization: Sales, Sales Operations, HR, Finance and Legal

-Partner with the Finance team to develop analytical tools and models to forecast and manage plan expense, and drive performance through prudent plan design, review and evaluation.

-Develop techniques for compiling and preparing data for senior management.

-Conduct market salary surveys on sales positions; collect and analyze market data and partner with compensation analysts to maintain data library; maintain and update position descriptions

-Determine competitive position of salary range structure; develop recommendations for annual structure and budget adjustments to maintain internal and external equity in sales pay plans

-Research best practices and recommend plan and program revisions and/or new plans that are cost effective and consistent with compensation trends and business unit objectives

-Draft and support communication of plan documents, offer letter templates and sales incentive training materials

-Accurately interpret, counsel, and educate sales leadership on sales plan mechanics, policy and guideline interpretations and the use of contests and spiffs

-Identify and recommend process improvement and tool enhancements

qualifications:

Qualifications

- Bachelors in related field, or equivalent work experience, preferred

-8+ years of experience in related Compensation field, preferred

-Experience in leading Compensation teams or functions, preferred

-Certified Compensation Professional and Global Remuneration Professional certification, preferred

-International and mergers/acquisitions compensation experience, preferred

-Bachelors in related field, or equivalent work experience, preferred

-8+ years of experience in related Compensation field, preferred

-Experience in leading Compensation teams or functions, preferred

-Certified Compensation Professional and Global Remuneration Professional certification, preferred

-International and mergers/acquisitions compensation experience, preferred

skills: Human Resources

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.