Manager, Global Compensation

Crocs, Inc.•Westminster, CO

18h•$115,000 - $125,000•Hybrid

About The Position

The Manager, Global Compensation at Crocs, Inc. supports the Global Compensation team by delivering analysis that directly influences key business decisions on market competitiveness and the practices shaping Crocs' Total Rewards philosophy and strategy. Reporting to the Head of Global Compensation, this role helps the business stay ahead of market shifts, supports annual compensation events, and leads projects that make a tangible difference in how the company rewards its people.

Requirements

A Bachelor's degree or equivalent experience in an applicable specialty, such as HR, Finance, or Business.
5+ years of proven experience in global compensation or Total Rewards, with emphasis on program development, processes, systems, and compensation.
Proven experience in data analysis, market trends, and best practices, with a pragmatic and adaptable approach to evaluating complex data and making impactful recommendations.
Demonstrated ability to communicate and present complex information to an executive audience, and the curiosity to build productive relationships across a matrixed organization.
Experience handling global programs and managing external vendors and consultants.
Ability to prioritize multiple projects efficiently, with a bias toward action and comfort with ambiguity in a constantly evolving environment.
Advanced Microsoft application skills (Excel, Power BI, SharePoint, Power Automate) and experience using technology to consolidate data from multiple platforms into accurate reports and presentations.

Nice To Haves

Professional compensation certification is preferred.
Experience with incentive design across corporate, retail, and sales populations, and job architecture administration.

Responsibilities

Ensure global compensation programs are market-competitive, aligned with business goals, and compliant with company policies and relevant government regulations.
Manage survey participation and external benchmarking so pay decisions are data-driven, and monitor compensation and legislative trends to keep our portfolio attracting, retaining, and rewarding key talent.
Conduct functional reviews of compensation programs, identify market trends, assess gaps, and recommend improvements to leadership.
Lead recurring compensation projects such as salary structure review, annual increases, and incentive planning, providing analytical and testing support from design through execution.
Oversee compensation administration, including vendor management, system administration, and the automation and tool improvements that streamline reporting, analysis, and program execution.
Maintain compliance with legal and regulatory requirements, including FLSA and pay equity laws, and coordinate compensation-related public filings and documentation.
Partner with HR Business Partners and Talent Acquisition on new programs and offerings, lead and mentor junior compensation staff as needed, and support the development, execution, and communication of key compensation programs through change management and education.