Compensation Manager

embecta•Parsippany, NJ

8d•$150,000 - $175,000•Remote

About The Position

The Compensation Manager is an individual contributor reporting to the Senior Director, Compensation & HR Operations. The role supports the design, administration, governance, and ongoing evolution of embecta’s global compensation programs. It serves as a compensation subject matter resource, conducting complex analyses and evaluations; supporting base pay, short-term incentive, and long-term incentive programs; monitoring compensation-related regulatory requirements; and providing recommendations to HR and business stakeholders. The manager works across geographies and functions and contributes to compensation projects, integrations, and program enhancements. The position may be performed remotely if the employee is not local to Parsippany, New Jersey, but only from U.S. locations where embecta is authorized and equipped to employ individuals. The posting lists states and territories from which the position may not be performed.

Requirements

Bachelor’s degree in human resources, business, finance, or a related field, or equivalent experience.
At least 5 years of progressive compensation experience, including market pricing, job evaluation, and evaluating and maintaining compensation structures and programs at a multi-country company.
Experience with compensation-related compliance, including wage and hour laws, pay equity, and pay transparency.
Exceptional Microsoft Excel skills, including building complex models from scratch, using advanced formulas, working with large datasets, data modeling and reconciliation, and designing tools that improve accuracy and efficiency.
Demonstrated use of AI tools to enhance analysis and work processes.
Strong analytical, critical-thinking, and problem-solving skills, including the ability to independently work through complex or ambiguous issues and turn data into conclusions and practical recommendations.
Ownership and accountability, initiative leadership, informed decision-making, and the ability to drive results with limited direction.
Experience supporting annual incentive programs, including calculations, modeling, data validation, forecasting or accruals, and program administration.
Exceptional attention to detail and commitment to accuracy, including identifying discrepancies, validating results, and auditing complex work.
Strong project management, communication, and collaboration skills, with the ability to manage multiple priorities and work across functions.
Experience with HRIS and compensation market data tools.

Nice To Haves

Global compensation compliance experience.
Workday experience.
Radford experience.
CCP, GRP, or similar compensation certification.
Experience supporting compensation activities associated with M&A integrations.

Responsibilities

Develop and maintain salary structures, job architecture, compensation guidelines, and related tools.
Partner with HRIS to maintain accurate compensation data and configurations in Workday.
Support year-end compensation planning, including process inputs, data preparation, system configuration, testing, audits, results analysis, and issue resolution.
Support the annual bonus process through payout calculations, data validation, modeling, plan documentation, and communications; partner with Finance on quarterly forecasting and accruals.
Support long-term incentive planning and programs, including guidelines, analysis, manager planning, and communications.
Develop and maintain compensation reports, analytical models, and tools for HR leadership and business stakeholders.
Develop and implement scalable compensation processes that support organizational growth and transformation.
Assist with developing and delivering compensation-program training and communications.
Conduct job evaluations and market pricing to support appropriate market placement and consistency with internal frameworks.
Conduct complex compensation analyses and modeling for pay decisions, organizational changes, and workforce planning, and present recommendations to Compensation leadership and business stakeholders.
Support global compensation compliance, including pay equity and pay transparency; monitor regulatory changes, assess impacts, and partner with Legal on recommended changes.
Support compensation audits, reporting requirements, and documentation for internal and external compliance needs.
Support compensation activities for M&A integrations, reorganizations, and other organizational changes.
Partner with HR Business Partners, Talent Acquisition, and business leaders to provide compensation guidance consistent with company philosophy, internal equity, and market practice.
Collaborate with Payroll, Finance, and other functions to ensure compensation processes and data are accurate and aligned.
Respond to compensation questions and requests and explain compensation programs and practices clearly and practically.
Identify and implement improvements to compensation processes, tools, reporting, data quality, governance, training, communications, and service delivery.
Identify and apply AI tools and emerging technologies to improve compensation analyses, processes, and deliverables while safeguarding confidential compensation data.
Keep processes and Standard Operating Procedures up to date in partnership with other Compensation Team members.