Manager, Total Rewards

Energizer Holdings•Westlake, OH

7d•$104,000 - $154,000•Hybrid

About The Position

The Total Rewards Manager is a key member of the Global Total Rewards Team, this position will contribute to the development and execution of global compensation strategy and programs. This position is accountable for alignment of rewards practices and programs to global rewards principles and policies. This position will lead projects and manage vendors. This role is a subject matter expert who is able to partner/provide advice the HR team and business leaders to develop compensation related strategy and solutions relevant to global, regional and local business needs, including providing rewards expertise guidance to country HR on all compensation related matters.

Requirements

Four-year bachelor’s degree with a major in human resources, finance, accounting, or related fields or equivalent experience.
Five years of increasing responsibility and experience in global compensation.
Advanced analytical and modeling skills (Excel, data analytics tools).
Strong project management skills and experience with change management tools.
Vendor management skills.
Exceptional verbal and written presentation skills, including the development of materials for audiences at all levels.
Ability to work across cultures.
Ability to organize and prioritize own workload.
Able to work to a high level of accuracy.

Nice To Haves

Experience designing and administering short-term and sales incentive programs.
Strong experience managing hourly and salaried pay programs, including structure design and market benchmarking.
Hands on experience with annual compensation cycles, modeling, and calibration.
Experience in global manufacturing environment.

Responsibilities

Functional Knowledge: Comprehensive understanding of internal and industry standards, as well as of the changing business environment as it relates to compensation and other Total Rewards programs
Business Expertise: Applies industry expertise to improve financial and operational performance
Leadership: Leads project team members and vendors to execute global compensation strategy
Problem Solving: Directs the resolution of highly complex or unusual business problems applying advance analytical thought and judgement
Interpersonal Skills: Negotiates with and influences others internally and externally; including leaders within the company and vendors
Accountable for the performance and results of our compensation programs and associated vendors
Responsible for global policy and strategic implementation in the medium term (1-3 years) execution of functional strategy and the operational direction of Human Resources
Contributes to and executes the development of the Total Rewards and HR strategy
Make recommendations and decisions guided by global strategy and priorities
Investigate and complete analysis of complex issues that arise
Communicate effectively and influence others (including leadership) to accept practices and approaches in alignment with our strategies.
Lead or participate in Total Rewards and Human Resources initiatives
Consult with members of Human Resources on compensation related matters, and other areas of your expertise
Leads the development, implementation and administration of compensation, policies, and procedures.
Provides project management and cost impact assessment for potential program changes.
Ensures project milestones are met within the approved budgets and agreed timing.
Partner with a diverse group of global stakeholders to assess needs and build capability in managing global compensation activities.
Manage base pay competitiveness and balance internal equity within the global pay structure. Manage job evaluation and compensation reviews (process for market benchmarking and job pricing) with local HR to ensure alignment with global compensation structure.
Ensure access to robust market data through participation in global salary and benefits surveys and participate in industry Rewards Forums where we have scale to keep updated with relevant external insights and trends.
Partner with HRIS/IT to maintain and enhance SuccessFactors compensation and job architecture modules.
Facilitate annual compensation risk assessment.
Provide support on executive compensation.
Provide expert knowledge on Sales Incentive Plan design and modeling including input on target setting.
Ensure compliance with global, federal, state and local compensation regulations (FLSA classification, pay equity, pay transparency, etc.)
Develop education and training materials on the global programs and reward fundamentals. Conduct education sessions with Human Resources and people managers.
Accountable and responsible for annual compensation processes.
Manage contract, relationship and spend with compensation vendors.
Governance as it relates to the programs above, including supporting the internal compensation governance committee.