Global Compensation Manager/Partner

Fluence•Alpharetta, GA

About The Position

As the Manager, Global Compensation, you will design, implement, and manage compensation strategies that attract, motivate, and retain talent. You will collaborate with HR, finance, and other stakeholders to ensure programs are competitive, equitable, and aligned with business objectives. The role serves as a subject matter expert in key compensation processes and the continuous improvement of global compensation programs. It calls for strong analytical skills, attention to detail, a customer-focused mindset, effective cross-functional collaboration, and the ability to drive projects to completion in a fast-paced, evolving environment. You will manage compensation programs and processes, including annual compensation planning, global job architecture, job evaluations, salary structures, incentive plans, and rewards and recognition. You will conduct benchmarking and market analysis, lead global salary survey participation, and develop analytics and metrics to assess compensation outcomes. You will advise HR Business Partners and business leaders on offers, promotions, job evaluations, and compensation practices, and help resolve complex compensation questions. The role also involves collaborating with audit teams on accurate and transparent compensation reporting and compliance with laws, regulations, and governance standards, including stock-based compensation disclosures. You will develop training materials and communications about compensation policies and programs, and support stock-based compensation programs such as stock options, RSUs, and PSUs. Applicants must be legally authorized to work in the United States at the time of application and throughout employment without employer sponsorship. Fluence does not sponsor work visas for this position.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
5–8 years of progressive experience in compensation analysis, administration, or consulting.
Strong analytical and data management skills, including advanced Excel capabilities.
Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels.
High integrity in handling sensitive, confidential information and ensuring data accuracy.
Legal authorization to work in the United States at the time of application and throughout employment without employer sponsorship.

Nice To Haves

Master’s degree or professional certification such as CCP.
Global compensation expertise.
Knowledge of stock-based compensation at a publicly traded company and understanding of related compliance requirements.
Experience with HRIS systems such as Workday Advanced Compensation or similar tools.
Familiarity with compensation analytics tools.

Responsibilities

Partner to design, implement, and manage compensation programs and processes, including annual compensation planning cycles, global job architecture, job evaluations, salary structures, incentive plans, and rewards and recognition.
Conduct benchmarking and market analysis, lead global salary survey participation, and analyze competitive trends and practices.
Develop and maintain analytics and metrics to provide visibility into compensation outcomes and effectiveness.
Advise HR Business Partners and business leaders on new-hire offers, promotions, job evaluations, and compensation best practices.
Resolve complex compensation queries and issues using market data and internal frameworks.
Collaborate with internal and external audit teams to support accurate, timely, and transparent compensation reporting and compliance with applicable laws, regulations, and governance standards, including stock-based compensation disclosures.
Identify and address risks and ensure compensation processes follow sound governance principles.
Develop and deliver training materials and toolkits for managers and HR teams on compensation policies, processes, and best practices.
Communicate compensation philosophy, policy changes, and program updates to diverse audiences.
Support stock-based compensation programs, including stock options, RSUs, and PSUs, and ensure accurate records and regulatory compliance.