Compensation Manager (Hybrid model)

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Job description

Job Description

Summary - basic function of the role

Join Enerpac Tool Group as our Corporate Compensation Manager. You will support the ongoing development of our compensation strategy in order to attract, retain and motivate employees while supporting business initiatives and growth across the Globe. This Global position will lead and facilitate various projects and assigned responsibilities based out of our Corporate Office in Menomonee Falls Wisconsin. This role is hybrid meaning you will have the flexibility to work in the office and remote.

As the Compensation Manager, you will collaborate with all levels of leadership, including executives, and employees to drive Compensation strategy and solutions forward. You will ensure compliance of all established compensation policies and procedures. You will drive a program that ensures fairness, equity and pay for performance while incorporating innovative ideas, solutions, and best practices to ensure best in class. You will manage a compensation analyst and report to the Corporate Senior HR Director.

Job Duties and Responsibilities

• Responsible for program design, development and administration of the merit and incentive programs.
• Responsible for compensation activities including job evaluation, market pay analysis, internal impact analysis, cost projections, data audit and analysis, implementation and communication strategies, to improve upon current compensation practices.
• Analyzes jobs through the job evaluation process to ensure internal equity of positions across job families and grade levels. Identifies internal comparisons; recommends grade and salary changes. Interviews managers and incumbents to obtain position information. Develop and/or update job descriptions to accurately capture job roles and responsibilities.
• Participate in HRIS projects and compensation systems.
• Participates in salary surveys, audits and studies of compensation practices and develops recommendations for compensation program changes.
• Lead work groups composed of various areas in the enterprise to complete projects (i.e. merit and incentive program development and administration) and/or work assignments (i.e. salary analysis).
• Identify and analyze business problems and devise procedures and solutions to the problems.
• Assist field HR team by answering questions, supplying information and training as necessary.
• Provide consultative advice to HR, TA, and managers as needed on all pay related issues and provide analytic support as needed.
• Prepare necessary analysis and presentations on compensation related topics for senior and/or Board of Directors review and approval.
• Apply knowledge of federal, state and local laws governing equal employment opportunity, wage and hour and regulatory/compliance requirements to compensation programs.
• Design and conduct training for managers and HR professionals on key compensation issues, concepts, or processes.
• Provide subject matter expertise to the sales compensation design process, working closely with partners in sales management, sales operations, and finance.

Education and Experience

• Leadership Competencies critical for the role: Drive for Results, Build Relationships, Decision Making, Customer Focus, Effective Communication
• Ability to analyze information to develop insights
• Must be highly competent in influencing others without direct authority
• Project management
• Strong numerical and analytical skills with the ability to strategically solve problems.
• High level of IT literacy with advanced Excel skills.

Physical Demands

Employee will need to listen, understand, and speak with team members in person, telephonically, and electronically at all levels within a diverse organization. Employee is able to work in front of a personal computer and telephone for long periods of time.

Work Environment

Primary work environment is temperature controlled office setting but must be able to provide support to a manufacturing environment.

Direct Reports

One - Senior Compensation Analyst

Key External Contacts/Clients

The above statements reflect the general details necessary to describe the principle functions of the job described and shall not be construed as a detailed description of all the work requirements that may be inherent in the job.

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