Senior Manager, Compensation

Stanley Black & Decker, Inc. • Maryland USA - Remote, MD

12d • $95,600 - $153,900 • Remote

About The Position

As a Senior Manager, Compensation, you’ll be part of our Compensation Center of Expertise team working as a remote employee. You’ll serve as a strategic leader and key resource for compensation matters across Stanley Black & Decker, with a primary focus on the design, administration, implementation, and governance of sales incentive plans. You will support compensation strategy and execution for the Commercial, Marketing, and Product organizations in North America, while also providing broader compensation expertise across base pay, market pricing, job architecture, annual compensation planning, and compensation policies and programs. You will partner closely with HR leaders, business executives, Finance, Sales Operations, and other key stakeholders to ensure compensation programs are competitive, aligned to business strategy, and designed to attract, retain, and motivate top talent. You will provide consulting services around the design, administration, implementation, and ongoing evaluation of variable compensation programs for the sales organization. You will lead sales incentive plan design and governance, including performance measures, pay mix, payout structures, plan documentation, in partnership with Finance and Sales Operations. You will model incentive costs and payout scenarios, assess attainment and payout distributions, and recommend changes based on business results, affordability, and participant outcomes. You will serve as a subject matter expert and thought leader to the organization in support of Stanley Black & Decker’s compensation philosophy including sales incentive plan design, job grading, market pricing, internal equity, job evaluations, hourly/salaried/sales compensation structure design, and the annual compensation planning process. You will collaborate with internal and external stakeholders on a wide variety of projects, such as sales incentive plan design and enhancements, global job architecture, market assessments, and other pay analyses. You will ensure successful execution within the business, including the implementation, education, communication, and administration of enterprise-wide compensation programs. You will monitor performance against plans and take action necessary to ensure achievement; collect, analyze, and summarize compensation information to satisfy statutory and regulatory and organization requirements; interface with Labor and Employee Relations and Talent Acquisition. You will support the development of new compensation plans, programs and policies or changes to existing compensation plans, programs and policies. You will ensure compensation data in HR systems are accurate and adequate to meet business needs. You will provide analytical support including economic and cost impact models in the development of merit budgets, variable compensation guidelines, sales incentive plan modeling, job family structures, grades, pay lines, broad bands or other structures. You will provide compensation analysis to identify potential retention risks of key talent in the organization. You will identify and analyze business problems and devise solutions to the problems. You will define process improvement and best practice opportunities to current business/work processes. You will perform other duties as assigned.

Requirements

• Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, or a related field required
• 8+ years of relevant experience in Compensation.
• Strong experience designing, implementing, and administering sales incentive plans and variable compensation programs.
• Broad-based compensation experience, including market pricing, job evaluation, compensation structures, and annual compensation planning.
• B2B and B2C experience.
• Effective decision-making/critical thinking skills with the ability to manage and influence key stakeholders.
• Excellence in customer focus: Ability to collaborate, consult and partner with HR and business leaders to provide thought leadership and drive results.
• Strong project management, change management, and communication skills.
• Exceptional organizational skills with strong attention to detail, follow-up and problem resolution.
• Ability to maintain a high level of confidentiality.

Nice To Haves

• Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) designation preferred.
• Experience using Workday preferred.

Responsibilities

• Serve as a strategic leader and key resource for compensation matters across Stanley Black & Decker, with a primary focus on the design, administration, implementation, and governance of sales incentive plans.
• Support compensation strategy and execution for the Commercial, Marketing, and Product organizations in North America, while also providing broader compensation expertise across base pay, market pricing, job architecture, annual compensation planning, and compensation policies and programs.
• Partner closely with HR leaders, business executives, Finance, Sales Operations, and other key stakeholders to ensure compensation programs are competitive, aligned to business strategy, and designed to attract, retain, and motivate top talent.
• Provide consulting services around the design, administration, implementation, and ongoing evaluation of variable compensation programs for the sales organization.
• Lead sales incentive plan design and governance, including performance measures, pay mix, payout structures, plan documentation, in partnership with Finance and Sales Operations.
• Model incentive costs and payout scenarios, assess attainment and payout distributions, and recommend changes based on business results, affordability, and participant outcomes.
• Serve as a subject matter expert and thought leader to the organization in support of Stanley Black & Decker’s compensation philosophy including sales incentive plan design, job grading, market pricing, internal equity, job evaluations, hourly/salaried/sales compensation structure design, and the annual compensation planning process.
• Collaborate with internal and external stakeholders on a wide variety of projects, such as sales incentive plan design and enhancements, global job architecture, market assessments, and other pay analyses.
• Ensure successful execution within the business, including the implementation, education, communication, and administration of enterprise-wide compensation programs.
• Monitor performance against plans and take action necessary to ensure achievement; collect, analyze, and summarize compensation information to satisfy statutory and regulatory and organization requirements; interface with Labor and Employee Relations and Talent Acquisition.
• Support the development of new compensation plans, programs and policies or changes to existing compensation plans, programs and policies.
• Ensure compensation data in HR systems are accurate and adequate to meet business needs.
• Provide analytical support including economic and cost impact models in the development of merit budgets, variable compensation guidelines, sales incentive plan modeling, job family structures, grades, pay lines, broad bands or other structures.
• Provide compensation analysis to identify potential retention risks of key talent in the organization.
• Identify and analyze business problems and devise solutions to the problems.
• Define process improvement and best practice opportunities to current business/work processes.
• Perform other duties as assigned.

Benefits

• Medical, dental, life, vision, disability, 401(k), Employee Stock Purchase Plan, paid time off, and tuition reimbursement in addition to programs & benefits in support of your well-being.
• Discounts on Stanley Black & Decker tools and other partner programs.
• Competitive salary
• Wellness program
• Retirement benefits
• Paid vacation, holidays & personal days
• Discounts on Stanley Black & Decker tools and products and well as discount programs for many other vendors and partners.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior