Sr. Manager, Compensation (AMAS) Job

The Sr. Manager, Compensation reports directly to the Sr. Director, Compensation, Benefits and M&A, and has 2 direct reports.

Job Summary

• Responsible for the design, implementation, and ongoing evaluation/improvements of Americas (AMAS) compensation programs and practices (US, Canada, Mexico).  This includes revisiting and merging various compensation programs resulting from prior M&A initiatives.
• Works with executive management to ensure compensation programs and policies support business strategy, cost philosophy and long-term objectives, as well as being legally compliant.
• Partners and supports compensation initiatives launched by Corporate (Arkema France).

Essential Duties & Responsibilities

• Compensation Program Design & Administration
  • Drives change
    • Delivers on-going improvement of compensation programs, processes, and tools in AMAS
    • Leads compensation stream in due diligence and/or post-acquisition activities, merging diverse compensation programs and policies
    • Reconciles various methodologies for job leveling (Hay vs market), embracing the global work environment
  • Manages Americas compensation programs design, planning and delivery, ensuring timeliness, accuracy and compliance:
    • Leads the job evaluation process and output (market pricing), job ladders development and reviews, compensation surveys participation, market studies and equity analyses.
    • Oversees the data gathering and merit budget recommendations to Corporate for US, Mexico, Canada; advises Brazil, Argentina and Colombia.
    • Manages and evolves the designs of the incentive plans and sales incentives within the Americas with AMAS executive management and Arkema HR leadership in the HQ.
    • Partners on the annual Executive Total Reward process, including collaboration with AMAS and Arkema HQ leadership.
    • Manages the design and enhancement of the compensation system, SuccessFactors, currently used for base pay/merit increases (and supporting statements), annual incentive calculations and payments (and supporting statements), restricted shares allocation/vesting and communication of each year's incentive design (via on-line view).
  • Educate, advise, and partner with executives in AMAS, Global HQ and members of the AMAS HR team to ensure effective delivery of compensation programs, resolution of individual compensation matters, and positive internal customer experience.
    • Ongoing training and education of executives and HR partners for planning and to drive alignment on compensation philosophy and practices.
    • Close partnership with Payroll, Benefits, and HRIS team for delivery
    • Partnership with Legal, Finance and other stakeholders as needed.

• Global Compensation Systems and Projects
  • Act as Compensation leader as part of global HR/Compensation team in framing and implementing global compensation processes and projects.
  • Oversees the evaluation and implementation of new technological solutions that increase the efficiency of compensation processes.

• Global Mobility
  • Serves as Compensation expert of expatriate moves into and from the US as well as localizations in the US; also manage the relationship with our tax vendor (PWC) and accounting team to ensure appropriate treatment of expatriates into or from the US from a tax standpoint

Minimum Qualifications and Education Required

• Requires 10+ years of compensation design, administration, and implementation experience
• Minimum of 3 years in a supervisory/managerial capacity.
• Bachelor's degree in business, finance, or related field or equivalent experience
• An advanced degree (Master's/MBA or CCP designation) is highly desirable.
• Compensation and global mobility knowledge:
  • Deep and comprehensive knowledge of retention/project bonuses, base pay, short-term incentive design and long-term incentive devices/programs required.
  • Current knowledge of Compensation laws and regulations required.
  • Americas compensation knowledge and experience working and partnering in a global organization a plus.
  • Experience in working with global mobility programs, especially taxes, desired.
  • Track record of developing and implementing compensation processes, programs, or tools as well as delivering continuous improvements as needed.
  • Displays accountability and delivers results - evaluates risk and priority of demands and situations, prioritizes, and manages responsibilities well within varying demands and scenarios.
• Project leadership and change management skills:
  • Change agent interested in revisiting and evolving practices and contributing to greater global compensation practices.
  • Strong project management skills including the ability to lead and manage multiple large projects simultaneously.
  • Track record of successful change management to evolve compensation practices.
• Team builder able to navigate a complex matrixed organization and to collaboratively solve problems.
  • Strong leadership skills and excellent interdepartmental collaboration skills.
  • Builds a climate of trust and respect and maintains confidentiality.
  • Strong communication skills (written and verbal); ability to communicate complex information across various forums and oscillating well between high-level and detailed information.
  • Influence, negotiation, and consultative skills required.  Able to engage and influence senior leadership in various groups by gaining appropriate feedback and support and by managing expectations.
  • Demonstrates broad organizational perspective and is able to establish credibility as a key business partner.
  • Solves problems creatively, while adhering to compliance and regulatory concerns, providing leadership in assessing areas of risk and/or reward, then driving team toward continuous improvement.
• Set high standards for self and others:
  • Holds self and others accountable, maintaining high expectations for self and driving team toward the same.
• System skills:
  • Strong Excel skills, experience with HRIS and ERP systems required, SAP and SuccessFactors experience preferred.