Professional Compensation Manager

Philip Morris International U.S. • Tampa, FL

2d • $104,000 - $120,000 • Hybrid

About The Position

At Philip Morris International (PMI), we’ve chosen to do something incredible. We’re totally transforming our business and building our future on one clear purpose – to deliver a smoke-free future. With huge change, comes huge opportunity. So, if you join us, you’ll enjoy the freedom to dream up and deliver better, brighter solutions and the space to move your career forward in endlessly different directions. Our success depends on people who are committed to our purpose and have an appetite for progress. The Professional Compensation Manager develops, administers, and maintains competitive and equitable compensation programs that support business priorities and organizational governance. This role requires strong analytical skills, deep compensation expertise, and the ability to influence stakeholders through clear, data‑driven insights. The position leads operational compensation activities, ensures program compliance, and partners cross‑functionally to deliver consistent and timely outcomes.

Requirements

• Bachelor’s degree in HR, Business, Finance, Economics, or related field; or equivalent experience.
• Intermediate‑level experience in compensation design and program administration.
• Strong understanding of compensation methodologies, regulations, and total rewards principles.
• Proficiency in market pricing, job evaluation, and compensation analytics.
• Strong data analysis and modeling capabilities.
• Strong proficiency in MS Excel, Word and PowerPoint. Working knowledge of Business Object Reporting, Power BI and Microsoft 365 AI platform is preferred.
• Experience with compensation tools, market survey platforms, and HRIS systems.
• Ability to manage mid‑ to large‑scale projects with cross‑functional impact.
• Excellent communication skills, with the ability to influence across teams and levels.
• Strong problem‑solving skills with the ability to navigate moderately complex challenges.
• High level of accountability for execution, accuracy, and continuous improvement.
• Ability to work independently and exercise sound judgment within compensation guidelines.
• Collaborative mindset with strong partnership skills.
• Legally authorized to work in the U.S.

Responsibilities

• Manage U.S. compensation programs, including salary structures, bonus plans, pay policies, allowances, and sales incentive plans.
• Advise P&C partners and leaders on base pay decisions, promotional adjustments, job changes, pay discrepancies, and policy application.
• Execute operational plans to ensure accurate and timely compensation administration.
• Drive process improvements that increase efficiency, accuracy, and competitiveness.
• Conduct routine market pricing to maintain competitive compensation practices across job families and geographies.
• Partner with P&C Business Partners to deliver biannual salary equity analyses and adjustments (January and June).
• Perform job analysis and job sizing to ensure accurate job leveling and salary grade alignment.
• Stay current on market trends, regulatory developments, and total rewards best practices.
• Administer the U.S. Local Bonus Plan, ensuring complete and accurate employee eligibility, salary data, and performance inputs.
• Partner with Finance to confirm company performance targets used in bonus calculations.
• Oversee calculation and review of final bonus awards; coordinate with Payroll and P&C Operations to ensure timely payments.
• Develop and distribute clear communications to P&C leadership, managers, and employees; support automated bonus letter delivery.
• Educate managers and P&C leaders on bonus methodology, timelines, and program guidelines.
• Provide Finance with monthly and quarterly bonus forecasts as needed.
• Work with global compensation to manage the annual U.S. merit cycle.
• Benchmark and validate merit matrices and performance‑based increase ranges.
• Partner with P&C Communications to prepare and distribute merit cycle communications.
• Educate P&C leaders and managers on calculation methodology, timelines, and administrative requirements.
• Collaborate with Sales leadership and Sales P&C partners to review and maintain the annual Sales Incentive Plan.
• Conduct ad‑hoc eligibility reviews and recommend appropriate share values per role.
• Support development and distribution of plan communications and automated payment letters.
• Partner with global teams to support the Equal Salary Certification audit, including gathering historical equity data, coordinating audit discussions, and preparing communications.
• Collaborate with Legal and Compliance teams to complete annual California Pay Data Reporting.
• Monitor federal and state minimum wage changes and calculate required adjustments; partner with Payroll to implement changes.
• Support FLSA classification reviews for newly evaluated roles and communicate outcomes to P&C Operations.
• Prepare clear, accurate compensation guidance for P&C partners and business leaders.
• Coordinate with external vendors and consultants and ensure quality, timely deliverables.
• Provide subject‑matter expertise and mentorship to junior team members and P&C partners.
• Conduct analyses related to market competitiveness, structural adjustments, and incentive plan effectiveness.
• Resolve moderately complex compensation issues using data‑driven insights.
• Deliver concise recommendations and analysis to support leadership decision‑making.

Benefits

• We offer a competitive base salary, annual bonus (applicable based on level of position), great medical, dental and vision coverage, 401k with a generous company match, incredible wellness benefits, commuter benefits, pet insurance, generous PTO, and much more!
• We have implemented Smart Work, a hybrid model of working that promotes flexibility in the workplace.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees