Manager of Compensation

Wawa, Inc.

About The Position

The Manager of Compensation will collaborate with the Director of Total Rewards, HR Systems and Analytics on developing the long-term vision and strategy of Wawa’s Total rewards programs.Lead components of the Total Rewards team on the successful implementation and execution of all programs and initiatives focused on Compensation. Oversee the operation, management and analysis of Wawa’s Compensation plans; ensuring the Company’s plans and programs enhance the organization’s ability to recruit and retain associates.

Requirements

Communicate effectively to all levels of the organization both orally and in writing
Highly developed consultation, facilitation, project management and presentation skills
Analyze information and effectively propose solutions
Exceptional relationship building and leadership skills. Proven ability to build consensus, develop strong relationships at all levels within an organization
Handle multiple priorities simultaneously
Work independently
Ability to think strategically and systemically
Organize and plan projects in a timely and efficient manner
Establish and maintain a working environment conducive to positive morale, individual style, quality, creativity, and teamwork
High degree of professionalism and confidentiality
Bachelor’s Degree in a business discipline preferred, advanced degree a plus
Previous work experience in designing and implementing strategic compensation programs
10 to 12 years working within Compensation with 5 to 7 years of Compensation Leadership
Prior experience in successfully sourcing and managing multiple integrated external vendors
Strong knowledge of Federal and State laws governing pay practices
Strong computer skills including Microsoft Office Suite

Responsibilities

Partner with the Director of Total Rewards, HR Systems and Analytics to define and drive the long-term plan and vision of the company’s Total Rewards programs; develop and maintain total rewards philosophy to ensure alignment with associate value propositions and company goals.
Partner in change management and communications of total rewards philosophy and practices with management and team members; develop strategies to drive associate awareness and understanding of offerings through creative communication.
Lead annual strategic planning, in partnership with Finance, on all Compensation plans and budgets and develop appropriate measures of return on those programs.
Direct the development, administration, evaluation and maintenance of all Wawa total direct compensation programs including base pay, bonus and long term incentives for both Store Operations and the Corporate office(s).
Oversee the development of communications and training related to all Compensation plans.
Partner in the strategy and manage the execution of all Executive Compensation plans, including reporting and communications.
Partner with Legal to provide all related information for the annual proxy statement.
Manage and prepare the compensation committee materials.
Direct the analysis of cash and non-cash incentives and make recommendations according to Wawa's pay philosophy, external market conditions and the goals of the organization.
Oversee the development of complex models and presents analysis related to pay and bonus for Corporate and Store Operations.
Manage Compensation projects, and implement, communicate and oversee programs in support of new initiatives or changes.
Collaborate with management across the Company, in the planning, implementation and monitoring of all Compensation plans.
Serve as internal consultant and apply deep subject matter expertise to develop compensation strategies, identify gaps, plan processes, make necessary improvements and propose solutions to corporate leadership.
Partner with Store Operations management to understand the values drivers and key measures of success in the store. Develop base and bonus programs that align store associates with the attainment of those value drivers.
Maintain current knowledge of environmental, legal and regulatory factors that impact compensation practices. Monitor pending legislation and prepare analysis on impact to Wawa; prepare recommendations on changes needed to existing programs and policies based on pending regulation.
Build strong relationships with vendors partners.
Oversee all aspects of daily work of the Compensation team members. Provide overall direction and support for direct report(s) and monitor and assess individual work in accordance with high standards of excellence. Provide feedback, coaching, support, opportunities for development, complete performance appraisals, take corrective action when appropriate, and participate in hiring decisions.