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Sr Manager, Compensation

Date: Feb 18, 2021

Location: LAKE FOREST, IL, US, 60045-5201

Company: Grainger Businesses

Company Overview

Grainger is a global leading broad line supplier of facilities maintenance products serving businesses and institutions. Our 18,000 employees are driven to serve customers and the community in exceptional ways focusing on delivering the highest level of service. The Grainger team works closely with customers to better understand their challenges and provide cost-saving solutions. Grainger's employees serve customers more than 115,000 times every day through multiple channels. As part of a high-performing team, you’ll be able to develop your talents, and make a difference. Grainger is a Fortune 500 company and a perennial member of Fortune magazine's Most Admired Companies list.

Position Description

Primary Function:
Responsible for planning, designing, developing, administering, communicating educating and monitoring reward programs and policies.  Closely collaborates with aligned HR Generalist Vice President, and other cohorts in service of curated reward programs.  These programs attract, retain and reward employees while aligning with company philosophy and must deliver a positive return.
Principal Duties & Responsibilities: 
•    Works with other reward leaders, business leaders and HR to assure that the reward and recognition programs and initiatives align employees with the business direction and drives achievement of business objectives.
•    Lead the design and development of reward systems, incentives, and other forms of compensation that are consistent with the overall compensation strategy and that recognize individual and/or team contribution.
•    Design, develop, analyze, model, and facilitate the implementation, communication and administration of incentive programs that drive employees to achieve desired business results. 
•    Maximize impact and effectiveness via thoughtful, effective manager-centric tools and communications
•    Administer the compensation structure.  Integrate job evaluation results / band assignment with market data (where available) to determine appropriate pay opportunity for positions.  Determine the exempt/non-exempt status of positions. 
•    Advise and counsel management and other HR professionals on compensation administration, compensation trends, legal requirements, and new developments.   Provide training, advice and coaching to Compensation staff and to HR staff on all aspects of compensation.  
•    Provide expertise in the definition of jobs and/or job families and in the development of documentation (generally in the form of job descriptions and matrices) for the jobs.
•    Manage supplier relationships in the identification, submission, acquisition and analysis of market information on jobs, geographic areas, salary programs, salary trends, etc. Conduct special market studies, both written and telephone.
•    Administer broad-based compensation programs including variable pay.
•    Assure integrity of compensation records and data, including job documentation, job pricing/grading results, incentive programs and payments, stock option records etc.
 

Position Requirements:

Preferred Education & Experience: 
•    Must have a minimum of ten years of progressive general business experience that encompasses a working knowledge of compensation and benefits, HR and organizational structure design.
•    Must have an in-depth knowledge of the theories and practices of compensation.  Must be proficient in work comparison, job analysis, job evaluation and market pricing.  Requires knowledge of all positions within the Company to identify similar positions, determine overlaps in responsibilities, etc.  
•    Must have expertise in the design of incentive programs.  Must have knowledge of financial measures, accounting and tax, and modeling to design effective incentive programs.  Knowledge of the accounting, IRS, FLSA, and other regulations affecting incentive programs is essential. 
•    Statistical and analytical skills are needed to identify and analyze market data and salary data, and to do cost-benefit analysis of recommendations.  In addition, analytical skills are needed to administer various compensation programs.
•    Must be an expert user of spreadsheet tools, data manipulation and visualization.  
•    Effective leadership and interpersonal skills, including presentation skills, are needed to work in and lead teams.  Conflict resolution skills are often needed to resolve compensation issues to the satisfaction of both parties.
 

EEOC Statement

Grainger is an Equal Opportunity Workplace and an Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status