Senior Manager, Global Compensation

Whirlpool•Benton Harbor, MI

1d•Onsite

About The Position

Whirlpool Corporation is seeking a Senior Manager, Global Compensation to join our Total Rewards Community of Expertise (COE) within the Human Resources organization. In this pivotal role, you will be responsible for developing and implementing broad-based compensation programs that attract, retain, and motivate top talent while ensuring global compliance and alignment with business objectives. While the primary focus is on broad-based pay, you will also consult on executive compensation adjustments and design, ensuring a seamless alignment across all levels of the organization. #LI-DD1 This role is in-office Monday through Friday and is located at our Global Headquarters in Benton Harbor, Michigan. A comprehensive relocation package is available for eligible candidates.

Requirements

Education: Bachelor's degree
Experience: 7+ years of experience in compensation

Nice To Haves

Proven experience acting as a subject matter expert with the ability to influence senior business leaders.
Demonstrated analytical skills and business acumen, including knowledge of finance and accounting.
General familiarity with executive compensation programs, including annual incentives and equity.
Master’s degree (MBA or HR-related).
CCP (Certified Compensation Professional), CECP, or SPHR certifications.
Advanced Excel/Google Sheets skills and experience with SAP SuccessFactors.
Extensive experience leading global projects and managing vendor evaluations and selections.

Responsibilities

Broad-Based Programs: Lead the evaluation, design, and rollout of global broad-based compensation programs, including base pay, short-term incentives, retention plans, and market pricing.
Executive Compensation Support: Consult with HR and business leaders on compensation adjustments for the executive population and assist in the design of equity and short-term incentive programs. May be involved in preparing proxy CD&A tables and Board of Director HR materials.
Global Job Architecture: Maintain the global job architecture to ensure consistency in titling conventions and role leveling across the organization.
Annual Planning: Lead the annual compensation planning process, including the merit cycle, market pricing, short-term incentive payouts, and the administration of compensation statements.
Global Initiatives: Lead and manage complex, global compensation projects across multiple functions and client groups to improve the employee experience.
Strategic Advisory: Act as a subject matter expert, providing guidance to HR business partners and senior leadership on complex compensation matters.
M&A Support: Participate in M&A due diligence and post-acquisition integration activities to align compensation structures.
Market Insights: Research evolving marketplace practices and conduct benchmarking studies to ensure Whirlpool maintains a competitive position.
Metrics & Reporting: Create scalable global compensation metrics and dashboards (KPIs) to monitor program effectiveness and provide data-driven insights to senior leaders.
Compliance & Transparency: Monitor and implement changes to ensure compliance with global pay regulations and evolving pay transparency legislation to ensure equitable and defensible pay practices.
Stakeholder Management: Partner closely with Finance, Legal, HRIS, Talent Acquisition, and Global Mobility to ensure consistent program delivery.
Education & Training: Deliver clear communications and training to people leaders and HR partners regarding compensation policies and implementation.

Benefits

Generous benefits package
Whirlpool employee discount
fitness & educational reimbursement programs
kitchenettes
Beautiful, recently renovated office space
free coffee
biking/walking trails
access to The Eddy - Early Childhood Center (depending upon availability - additional costs required).
Always On Flexibility - You will have the autonomy to manage personal, family, and outside-of-work commitments as needed.
Two-Week Work from Anywhere - Minimum of one-week increments for a total of two weeks per year.
Sabbatical - Four weeks paid leave after every five years of service.