Global Compensation Manager

FLSmidth Cement•Allentown, PA

About The Position

The Global Compensation Manager is responsible for the design, governance, and administration of the organization’s global compensation programs. This role ensures the company maintains competitive, market-aligned, and financially responsible pay practices that support attraction, retention, and performance. The Global Compensation Manager develops and manages the company’s job architecture, salary structures, incentive programs, and compensation policies while ensuring global consistency and compliance with local regulations. This role partners closely with HR Business Partners, Finance, and executive leadership to align compensation strategies with business objectives. The position also supports workforce planning, organizational design, and performance-based pay programs while providing data-driven insights and reporting to support executive and board-level decision making.

Requirements

Bachelor’s degree in HR, Business Administration, Finance, or related field required; Master’s degree preferred
Experience designing and managing global compensation structures and incentive programs
Experience working in multinational organizations across multiple regions and regulatory environments
Strong understanding of HR, compensation & benefits, labor relations, and personnel systems
Solid knowledge of economics, accounting principles, and financial reporting concepts
Advanced Excel skills, including pivot tables, lookups, and data analysis
Strong English communication skills (written and verbal) with ability to communicate complex information clearly
Strong customer and stakeholder orientation with focus on service quality and delivery
Excellent active listening and reading comprehension skills for complex HR and business documents
Strong verbal and written communication skills for reporting and stakeholder engagement
Strong critical thinking and problem-solving skills with sound judgment and attention to detail
Ability to analyze situations, evaluate alternatives, and develop effective solutions in a global context

Nice To Haves

Professional certification such as CCP, SHRM-CP/SCP, or equivalent preferred; CEC certification or interest in pursuing it is a plus

Responsibilities

Develop and manage the organization’s global compensation framework, including salary structures, wage grades, and job architecture.
Design, implement, and administer global incentive programs including short-term incentive plans (STIP), sales incentive plans (SIP), and spot bonus programs.
Establish and maintain global salary bands and compensation structures to ensure market competitiveness and internal equity.
Lead global job evaluation and job description governance to ensure consistent role leveling and alignment across regions and functions.
Partner with HR Business Partners and business leaders to provide compensation guidance related to hiring, promotions, transfers, and organizational changes.
Conduct market benchmarking and compensation analyses using external survey data to ensure competitive positioning.
Develop and maintain compensation policies and guidelines including allowances, geographic pay differentials, and global pay practices.
Support the annual compensation planning cycle including merit reviews, promotions, and incentive plan administration.
Provide compensation analytics, reporting, and insights to HR leadership, Finance, and executive leadership to support strategic workforce decisions.
Ensure global compensation programs comply with local labor laws, pay transparency regulations, and internal governance standards.
Support integration of compensation programs during mergers, acquisitions, and organizational restructuring.
Collaborate with HRIS, Payroll, and Finance teams to ensure accurate implementation of compensation programs in HR systems.
Develop tools, guidelines, and training materials to support leaders and HR partners in making effective compensation decisions.
Manage compensation-related vendor relationships including salary survey providers and consulting partners.
Other job duties as assigned.
Continuously assess emerging payroll, mobility, and HCM technologies, recommending modernization opportunities.
Model and reinforce a continuous improvement (CI) mindset, actively eliminating inefficiencies and rejecting “not my job” behaviors.
Other job duties as assigned.