Sr Manager Compensation

Milwaukee Tool•Brookfield, MT

9d•Hybrid

About The Position

INNOVATE without boundaries! At Milwaukee Tool we firmly believe that our People and our Culture are the secrets to our success -- so we give you unlimited access to everything you need to provide…. Behind our doors you'll be empowered every day to own it, drive it, and do what it takes to support the biggest breakthroughs in the industry. Meanwhile, you'll have the support and resources of the fastest-growing brand in the construction industry to make it happen. Your Role on Our Team: As a Compensation Sr Manager, you will lead compensation strategy for Milwaukee Business Units and Shared Services functions, ensuring competitive, equitable, and scalable pay practices. This is a hybrid role combining strategic leadership with hands-on execution—you’ll guide frameworks and planning while also performing complex analyses and delivering pay recommendations. You’ll partner closely with Talent, Finance, and business leaders to deliver programs that attract, retain, and reward top talent, while leveraging market insights to continuously improve compensation programs and optimize processes. You’ll be DISRUPTIVE through these duties and responsibilities:

Requirements

7–9 years of progressive compensation experience, including leadership of programs or a team.
Bachelor’s degree in Human Resources, Business, or related field
Strong expertise in compensation principles, job architecture, market analysis, and incentive structures.
Advanced proficiency in Microsoft Excel and experience with compensation survey and planning tools.
Ability to translate complex compensation concepts and data into clear, simple language for diverse audiences, using insights and storytelling to influence decisions and drive alignment.
Ability to manage multiple priorities in a fast-paced environment.
Strong business acumen and analytical skills.

Nice To Haves

Compensation experience at a global company in technology and/or manufacturing industries preferred.
Experience conducting large-scale benchmarking studies and building or redesigning salary structures.
Workday HCM and Payfactors experience is a plus.
Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) is a plus.

Responsibilities

Compensation Strategy & Planning: Lead Milwaukee Tool annual compensation planning, including merit and bonus cycles, overseeing communication materials, and preparing initial proposals for leadership review. Help shape job architecture and salary structures, ensuring consistency in job leveling, salary bands, and career paths. Perform mid and large-scale compensation benchmarking studies and deliver financial insights along with recommendations to inform pay decisions. Prepare senior leader pay recommendations and market analyses to support talent decisions.
Program Design & Optimization: Deliver execution and optimization of compensation programs, incentives, and pay policies across assigned areas of responsibility. Support redesign of compensation structures to enhance agility and market responsiveness. Regularly assess compensation structures and programs to identify gaps and partner with stakeholders to gain alignment on action plans. Challenge existing practices and lead problem-solving efforts to create scalable, efficient solutions that align with business priorities. Collaborate with internal Talent teams to optimize Workday functionality for compensation processes, driving efficiency and accuracy.
Compliance and Reporting: Oversee pay compliance strategy for assigned areas, partnering with compliance to develop frameworks to assess regulatory risk and implement corrective actions. Develop and present compensation reports to inform business decisions and identify trends. Ensure adherence to pay equity standards and regulatory requirements.
Training & Change Management: Provide guidance and mentorship to compensation analysts to strengthen capability. Provide guidance and training to Talent Business Partners and managers on compensation programs, policies, and practices. Model transparency and resilience during change management moments, fostering trust and alignment across stakeholders.