Global Compensation Manager

Vibrantz Technologies Inc.•Houston, TX

1d•$127,030 - $158,787•Onsite

About The Position

The Global Compensation Manager is responsible for designing, implementing, and managing global compensation programs that support business objectives while ensuring competitive, equitable, and compliant pay practices across multiple countries and regions. This role leads key compensation initiatives, including salary structures, job architecture, incentive programs, and annual compensation planning. The position partners closely with HR leaders and business stakeholders to deliver data-driven compensation strategies, improve compensation processes, and provide expert guidance on compensation programs.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
Minimum 6 years of experience in compensation analysis or compensation management.
Strong experience with job architecture, salary structure development, and incentive plan administration.
Proficiency with Microsoft Excel, including pivot tables, VLOOKUP, and data analysis, as well as experience using HRIS systems.
Knowledge of compensation laws and regulations, with strong analytical, organizational, and communication skills.

Nice To Haves

Experience managing international compensation programs.
Experience using Workday.
Experience participating in or managing external compensation surveys.
Experience developing and delivering compensation-related training for managers and employees.

Responsibilities

Develop, implement, and maintain global compensation frameworks, including salary structures, job grading methodologies, pay bands, and incentive programs across multiple regions.
Lead annual compensation planning activities, including merit increases, promotions, market adjustments, and compensation analyses to ensure equitable and competitive pay practices.
Conduct market benchmarking, salary surveys, job evaluations, and compression analyses to support compensation decisions and maintain market competitiveness.
Maintain compensation data within HRIS systems, ensuring data accuracy, regulatory compliance, and effective administration of compensation programs.
Partner with HR Business Partners, managers, and business leaders to provide compensation guidance, resolve compensation-related inquiries, and deliver training on compensation policies and processes.