Compensation Manager

RBGlobal•Westchester, IL

4d•$111,940 - $139,930

About The Position

RB Global is seeking a hands-on Compensation Manager to lead compensation programs across the US and Canada. The role leads a team of three and partners with People Business Partners, other People Team workgroups, Finance, Payroll, Internal Audit, and business leaders to align compensation practices with organizational goals. The manager develops and manages compensation strategy and programs, including annual merit, equity grant, promotion, and incentive bonus cycles. Responsibilities also include salary structures and market pricing, incentive plan design, pay equity analysis and reporting, job architecture and leveling, compensation governance and compliance, and advisory support for pay decisions, retention cases, severance, M&A, and integration. The role standardizes processes and develops the team’s capabilities, with global or multi-country experience considered a strong plus.

Requirements

At least 7 years of progressive compensation experience, including at least 2 years leading or mentoring others.
Hands-on experience running annual merit and incentive cycles for a workforce in both the US and Canada.
Strong market research, analysis, and pricing skills using major survey providers such as WTW, Mercer, and Radford.
Demonstrated experience designing incentive programs, including annual bonus and equity or long-term incentive plans.
Working knowledge of US and Canadian compensation regulations, including FLSA and provincial exemption rules, pay transparency, and pay equity laws.
Advanced Excel and data analysis skills.
Experience with an HRIS compensation module, such as Workday.
Outstanding communication, influencing, interpersonal, management, and conflict-resolution skills, with credibility at the executive level.
Strong project management, change management, and organizational skills, with the ability to implement best-practice People policies and processes at scale.
Flexibility and ability to adapt to a fast-paced culture, changing environments, and shifting priorities.
Ability to meet a travel requirement of up to 10%.

Nice To Haves

Experience supporting compensation outside North America, such as the UK, Europe, Australia, or Asia-Pacific, including multi-country salary structures and market pricing.
Experience building or rolling out a job architecture or leveling framework.
Exposure to sales incentive plans or M&A integration.
Experience in a publicly traded company, including support for proxy or Compensation Committee materials.
Global or multi-country compensation experience.

Responsibilities

Develop, implement, and manage compensation strategy and programs to attract, retain, and motivate employees.
Own annual merit, equity grant, promotion, and incentive bonus programs for the US and Canada, from budget modeling through manager guidance, calibration support, and payroll handoff.
Administer the Annual Incentive Plan, including eligibility, target setting, payout calculations, accruals with Finance, and employee communications.
Design and maintain country salary structures and ranges, refreshing them against market movement each year.
Design and evaluate short-term incentive programs that reward performance and support business goals.
Own salary survey participation and market pricing for the US and Canada, including survey submissions, job matching, and data cuts.
Provide offer, promotion, and equity-adjustment recommendations to People Business Partners and recruiters.
Conduct pay equity analysis and build compensation reporting and dashboards for leaders.
Help build and maintain job families, levels, leveling guides, and title conventions.
Manage job mapping and benchmarking processes.
Maintain compensation decision rights and approval matrices for pay actions, including off-cycle and supplemental payments.
Ensure compliance with US and Canadian requirements, including FLSA and provincial employment standards classification, pay transparency posting laws, and pay equity legislation.
Partner with Internal Audit and Payroll on controls and support audit requests and remediation.
Collaborate with People Team workgroups and business leaders to align compensation practices with organizational goals.
Advise People Business Partners and leaders on pay decisions, retention cases, and organizational changes.
Support severance, M&A, and integration work with compensation analysis and benchmarking.
Create clear manager and employee materials explaining how pay works.
Lead, coach, and develop a team of three compensation professionals; set priorities and review their work for accuracy.
Build team capability in market pricing, analytics, and program administration to support expansion beyond the US and Canada.
Standardize processes, templates, and documentation so programs run consistently across both countries.
Serve as the escalation point for complex compensation questions and cases.