HR Systems and Global Compensation Manager

The HR Systems and Global Compensation Manager is a key member of the global Human Resources team and a trusted partner to the CHRO, providing support across HR analytics, systems administration, global compensation leadership, and project execution.

As the CHRO’s primary analytical partner, this role delivers accurate reporting, actionable insights, and decision support across both day-to-day operations and higher-impact cyclical initiatives, including merit planning, salary structure reviews, budgeting, employee survey administration-analysis-recommendation, and other enterprise HR projects. The role also leads AI-enabled HR initiatives that enhance reporting, efficiency, and decision support, while helping identify practical use cases and promote responsible adoption within HR.

This position requires a highly independent professional who can manage detailed analytical work, maintain HR data and systems, and lead select initiatives with sound judgment, technical expertise, and exceptional accuracy.

Position Responsibilities:

HR Analytics & Reporting

• Own recurring and ad hoc HR reporting, analytics, and workforce insights, including headcount, turnover, hiring, retention, organizational metrics, and other key people data.
• Build dashboards, reports, and analyses that support HR leadership, workforce planning, and business decision-making.
• Validate data and identify trends, risks, and issues requiring attention.

Global Compensation Ownership

• Serve as the lead resource for global compensation programs and processes.
• Provide analysis and recommendations on salary structures, market pricing, merit planning, pay decisions, internal equity, and compensation design.
• Lead annual merit planning and salary structure review with a high degree of independence.

Budgeting & Workforce Planning

• Support budget development, headcount planning, labor cost analysis, and compensation forecasting.
• Partner with Finance and HR leadership on models, variance tracking, and workforce planning analysis.

HRIS Administration & Data Integrity

• Maintain and optimize HRIS data, reporting structures, and system processes in support of HR operations and decision-making.
• Partner with stakeholders to resolve issues, improve workflows, and support system enhancements and related projects.
• Maintain strong data governance and quality control across employee, job, organizational, and compensation data.

AI Initiatives & Innovation

• Lead HR AI pilots and initiatives that improve reporting, efficiency, and decision support.
• Identify practical AI use cases and support responsible adoption across HR.

HR Projects

• Lead or support projects such as employee surveys, engagement reporting, recognition initiatives, process improvements, and organizational analysis.
• Prepare project materials, summaries, and presentations for leadership.
• Perform all other duties as assigned.