Sr Manager, Compensation

UGI Corporation•Upper Merion Township, PA

25d•Hybrid

About The Position

The Senior Manager - Compensation is highly detailed oriented with responsibility for the execution and operational leadership of enterprise-wide compensation initiatives and programs primarily focused on Broad-Based Compensation but may help at times in supporting Executive Compensation initiatives. This role translates compensation strategy into practice by providing subject matter expertise to HR Business Partners and business leaders, while overseeing internal compensation operations. The Senior Manager – Compensation may mentor a team of compensation professionals, ensuring high-quality delivery and growth of talent while maintaining alignment with enterprise compensation direction set by senior leadership. This role primarily serves as the all-in Compensation Chief of Staff in supporting the Senior Director, Compensation.

Requirements

Bachelor’s degree in human resources, Finance, Accounting or another related field
A minimum of 8 to 10 years of compensation experience required, with prior relevant leadership experience strongly preferred
Advanced analytical and modeling skills, with the ability to interpret complex data and provide insights to influence compensation decisions and planning.
Excellent communication and collaboration skills, with the ability to build strong cross-functional partnerships and to explain compensation concepts to non-HR stakeholders.
Ability to translate compensation strategy into scalable programs and processes, ensuring alignment with business objectives and consistency across the enterprise.
Strong knowledge of all federal, state, and local regulations and compliance requirements related to US compensation standards and principals
Proven leadership and team development skills, with experience managing, coaching and mentoring high-performing compensation professionals.
Comfort and willingness to challenge the future possibilities while developing and considering new ideas and perspectives on executing the compensation agenda.

Nice To Haves

CCP Preferred

Responsibilities

Partners with Senior Director – Compensation, HR Business Partners and business leaders as needed to provide SME-level guidance on unique business challenges, including but not limited to talent retention, internal equity, market competitiveness, pay programs, pay decisions, policy interpretations, and job evaluations.
Leads the execution of the annual merit and incentive processes through Success Factors. Collaborates with Talent Management to align performance and pay programs, and ensures a smooth cycle across the enterprise.
Manages the implementation of compensation programs and annual guidelines (merit budgets, increase grids, incentive plans, etc.), translating enterprise strategy into actionable processes and tools for HR and the business.
Oversees compensation infrastructure including job architecture, global grading, market pricing, salary structure maintenance, job descriptions and survey participation. Ensures consistent and accurate evaluation of roles, quality of market data usage, and clarity of compensation reporting. Provides guidance on modeling, benchmarking and analytics to inform compensation decisions and support business planning.
Manages and oversees incentive programs throughout the organization focusing on process improvement, program execution, governance, compliance and modeling in driving intended outcomes.