Compensation Manager
About the role
As the Compensation Manager, you will manage high-impact compensation programs, including short-term incentives, job evaluations, compliance, and key compensation projects. This position works closely with the Director of Compensation to support the development and execution of the compensation strategy and collaborates with HR and leadership teams on organizational structures, competitive, and equitable pay across the organization.
Responsibilities
- Manage the annual incentive design and implementation of the sales and non-sales short-term incentive programs to ensure incentives attract and retain key talent, align with organizational priorities, and foster a high-performance work environment.
- Administer short-term incentive programs, including executing the annual payout process, program documentation and communication strategies, data audits, and working with HR Partners to ensure proper employee participation.
- Leverage compensation analytics, benchmarking data, and emerging industry trends to recommend and implement compensation strategies.
- Identify process efficiencies, develop and maintain positive stakeholder relationships, and present information to diverse audiences.
- Lead the implementation of the Pay-for-Skill program for applicable sites.
- Partner with Global Remuneration Network contacts on compensation-related topics and projects across Business Groups.
- Support the annual merit planning process, including preparing communications, providing strategic guidance to salary planners, system testing, and preparing/leading training as needed.
- Evaluate jobs utilizing the Hay Job Evaluation method for accuracy and consistency in grade, title, and FLSA status; work with managers and HR Partners regarding clarifications and discrepancies.
- Conduct ad-hoc, functional, and full market analysis; make recommendations to HR Partners.
- Perform annual hourly compensation benchmarking for AFNA plant locations in partnership with site HR leadership.
- Participate in regional and national compensation surveys and utilize data results to ensure competitive positioning within the manufacturing sector.
- Manage the Equity Management Incentive Plan (EMIP) and Long-Term Incentive Plan (LTIP) tax reporting process for eligible participants as shares vest, including coordination with the Payroll team to ensure compliance.
- Stay abreast of FLSA and evolving federal/state/local pay regulations.
- Mentor Compensation Analyst team members.
- Manage compensation-related projects as assigned.
Requirements
- Bachelor’s degree is required; focus on Human Resources preferred.
- 5+ years of compensation experience.
- 3+ years of Human Resources experience within the manufacturing industry preferred.
- Certified Compensation Professional (CCP) is desirable.
- Experience with Workday System is a plus.
- Experience with compensation philosophies and methodologies; Hay Compensation methodology is desirable.
- Regular attendance.
- Frequent interaction with others.
Pay
The starting salary for this position is expected to be between $98,000 to $122,500; however, base pay offered may vary within the full salary range of $98,000 to $147,000 depending on job-related knowledge, skills, and experience. Base pay information is based on national averages, and a geographic differential may be applied based on work location. The position may also be eligible for Amcor’s Management Incentive Plan/Sales Incentive Plan, which is an annual bonus program based on business and individual performance.
Benefits
- Medical, dental, and vision plans.
- Flexible time off, starting at 80 hours paid time per year for full-time salaried employees.
- Company-paid holidays starting at 8 days per year (may vary by location).
- Wellbeing program and Employee Assistance Program.
- Health Savings Account/Flexible Spending Account.
- Life insurance, AD&D, short-term and long-term disability, and voluntary benefits.
- Paid Parental Leave.
- Retirement Savings Plan with company match.
- Tuition Reimbursement (dependent upon approval).
- Discretionary annual bonus program (initial eligibility dependent upon hire date).