Senior Compensation Manager

Smithfield Foods•Smithfield, VA

2d•$115,000 - $150,000

About The Position

If you are currently employed at Smithfield, please log into Workday and submit your application through the Jobs Hub. Have a seat at our table. When you join Smithfield, you become part of something special – a company that's sustainably feeding people around the world, producing good food the right way with respect for our people, animals, communities and planet. With opportunities across locations and functions, a culture grounded in our Core Four values - gratitude, communication, respect and accountability - and a strong commitment to learning, collaboration, and innovation, Smithfield offers challenging and rewarding careers where you can grow, contribute and make a real impact. Apply Now! THE VALUE YOU’LL BRING As the Senior Manager, Compensation, you'll play a pivotal role in shaping compensation programs that support Smithfield Foods' ability to attract, retain, and reward top talent. Leading the Compensation Team, you'll oversee key areas including market pricing, job evaluations, salary structures, compensation analytics, and annual compensation planning. In this highly visible role, you'll partner closely with HR Business Partners, Talent Acquisition, Finance, and business leaders to deliver data-driven insights and compensation solutions that support both talent and business objectives. Beyond managing core compensation programs, you'll help drive the evolution of the company's compensation strategy by identifying opportunities to enhance processes, ensure market competitiveness, and promote equitable pay practices across the organization. This is an exciting opportunity for a strategic and analytical leader who enjoys solving complex challenges, influencing decisions, developing talent, and making a meaningful impact on both the employee experience and organizational success.

Requirements

Bachelor's degree from an accredited four-year college or university and 8+ years of relevant experience, or equivalent combination of education and experience.
2+ years of people leadership experience with responsibility for coaching, development, and performance management.
Strong knowledge of compensation principles, market pricing, salary structures, incentive programs, and regulatory requirements.
Experience supporting annual compensation planning processes and compensation governance.
Advanced analytical and problem-solving skills with the ability to synthesize large data sets into actionable insights.
Strong business partnership and consultative skills.
Ability to exercise sound judgment and maintain confidentiality when handling sensitive compensation information.
Proficiency with HRIS systems, compensation tools, and Microsoft Excel.

Responsibilities

Play a key role in shaping compensation programs that attract, retain, and reward top talent.
Oversee compensation policies, salary structures, and job evaluations while supporting annual merit planning, incentive programs, and market reviews.
Ensure pay practices remain fair, competitive, and aligned with business goals through thoughtful analysis and internal equity reviews.
Serve as a trusted advisor on compensation competitiveness by leading market pricing activities and analyzing compensation trends.
Leverage salary survey data and labor market insights to provide recommendations that help the organization attract and retain exceptional talent while maintaining a strong market position.
Help ensure compensation programs are compliant, effective, and aligned with evolving regulations.
Support audits, reporting requirements, and governance processes while staying informed on emerging compensation trends and recommending enhancements that strengthen program effectiveness.
Partner closely with HR Business Partners, Talent Acquisition, and business leaders to provide expert compensation guidance on offers, promotions, reorganizations, and pay decisions.
Drive consistent compensation practices and support talent strategies across the organization.
Turn data into actionable insights by developing reports, dashboards, and analyses that inform key compensation decisions.
Identify trends, risks, and opportunities while using analytics to improve processes, enhance program effectiveness, and support strategic workforce decisions.
Lead and develop a team of Compensation Analysts, fostering a culture of collaboration, accountability, and continuous improvement.
Mentor team members, encourage professional growth, and ensure the compensation function delivers exceptional value and service to the organization.