Manager, Global Compensation

Covetrus

About The Position

The Manager, Global Compensation leads the delivery of global compensation programs and processes across the organization and provides leadership for compensation team members. This role oversees key compensation activities across multiple geographies, including program delivery, market analysis, governance, sales compensation, and stakeholder decision support, with a strong focus on advancing the use of technology, and automation to improve process efficiency, scalability, and data-driven decision-making. The role partners closely with HR, Finance, Payroll, Sales, Talent Acquisition, and business leaders to help ensure compensation programs are administered consistently, aligned with established guidelines, and responsive to business needs.

Requirements

7–10 years of progressive experience in compensation, including experience supporting multiple geographies.
2-5 years of experience in leading and developing a team.
Bachelor’s degree in Human Resources, Business Administration, or a related field
Advanced Excel skills
Experience with compensation tools, market data sources (e.g., Radford, Mercer, WTW), and HRIS platforms such as Workday.
Strong analytical skills
Attention to detail
Ability to manage complex work independently
Ability to identify opportunities to improve processes, simplify workflows, and strengthen operational efficiency.
Strong communication, stakeholder management, and people leadership skills
Ability to leverage technology, automation, and emerging tools to enhance compensation processes and support a fast-paced, evolving environment.

Nice To Haves

Certified Compensation Professional (CCP) is preferred.

Responsibilities

Lead the administration of global compensation programs and cycles, including merit, short-term incentive programs, long-term incentive administration, and other comp related initiatives.
Ensure consistent execution across regions while accounting for local market practices, governance requirements, and operational needs.
Identify opportunities to streamline processes, reduce manual effort, and improve scalability through standardization, automation, and enhanced use of systems.
Oversee job evaluation, market pricing, benchmarking, and pay analysis across a broad range of roles and geographies, including sales positions.
Support the development and maintenance of salary structures, job architecture, and pay policies to ensure alignment with global frameworks and local market practices.
Improve how market data and pricing processes are leveraged through tools, automation, and more efficient workflows.
Serve as the primary Compensation partner for North America, advising HR and business leaders on offers, promotions, internal movement, pay positioning, and incentive-related matters.
Provide compensation decision support while helping to ensure decisions follow established guidelines and approval requirements across markets.
Improve the clarity and usability of compensation processes and tools to enable more efficient and consistent decision-making.
Use HRIS systems and compensation tools such as Workday and market data platforms to manage compensation data, perform analysis, generate reporting/metrics and process improvements.
Support compensation planning, governance reviews, and process improvements through data insights and reporting.
Leverage emerging technologies, including AI enabled solutions to drive operational efficiency and continuous improvement.
Support the design, review, and governance of sales compensation programs in partnership with Sales, RevOps, Finance, HR, and Payroll.
Conduct analysis and provide compensation guidance to help ensure plans are competitive, operationally effective, and aligned with business needs.
Maintain clear compensation processes, documentation standards, approvals, and controls to support consistent and well-governed compensation practices.
Support the administration of compensation programs in accordance with internal policies and applicable labor laws and regulations across relevant geographies.
Lead and develop compensation team members, setting priorities and providing direction, coaching, and oversight to ensure high-quality delivery across global compensation activities.
Foster a culture of continuous improvement, encouraging the use of technology, automation, and standardized processes to enhance efficiency and scalability while maintaining alignment with governance standards.
Partner closely with HR, Finance, Payroll, Talent Acquisition, Sales, external vendors, and other partners to support compensation delivery and resolve issues effectively.