SUMMARY

The Global Compensation Manager serves as a strategic and operational lead for ACM Global Laboratory’s global compensation function, balancing expert analysis with program leadership. This role is accountable for the design, execution, and governance of major global compensation programs (e.g., Annual Wage Review, Incentives, Budgeting) and provides advanced consultation on pay policies, job evaluation, and organizational design. The role requires a high degree of autonomy and mastery of systems to drive business results, ensure regulatory compliance (e.g., FLSA), and maintain competitive market positioning.

STATUS: Full Time

LOCATION: ACM Headquarters

DEPARTMENT: Human Resources

SCHEDULE: Days

ATTRIBUTES

• Associate’s degree required, Bachelor’s Degree preferred

• Five years of progressive experience in compensation required
• Bachelor’s degree in Human Resources, Business Administration or related field preferred.
• Demonstrated analytical (critical thinking) skills are essential.
• Exceptional Excel, PowerPoint, Access and analytical skills.
• Strong attention to detail
• Excellent verbal and written communication skills with all internal employees and external vendors.
• Ability to maintain confidentiality and appropriate handling of sensitive information with tact and discretion required.
• Have knowledge of principles and practices of compensation administration; methods and techniques related to compensation analysis; applicable state and federal employment laws and HR regulations.
• Compensation experience in global for-profit environment.

RESPONSIBILITIES

Global Compensation Leadership & Program Management

• Lead and oversee global compensation programs and processes, including the Annual Wage Program, Variable Incentive Programs, and the Annual Compensation Budgeting Process.
• Stay informed of relevant global compensation trends within the competitive industry and provide strategic guidance and recommendations to leadership as necessary.
• Prepare and present materials regarding significant global and regional Compensation programs to various stakeholders, including executive leadership.
• Serve as the functional lead and compensation subject matter expert for a global team, providing guidance and oversight to peers and assisting with complex, unique situations.
• May be accountable to project manage key global initiatives, such as major operational reorganizations.
• May be responsible for hiring, coaching and developing their team members

Analysis, Administration, and Consultation

• Provide expert compensation assessments regarding team member pay, policy interpretation, guideline discretion, and complex job evaluations across the global organization.
• Exercise a high degree of independent judgment and autonomy in day-to-day decision-making to drive business results and resolve complex, cross-functional issues.
• Own the end-to-end administration of specialized commission/incentive plans (e.g., sales commission plan), ensuring accurate and timely calculation, verification, and processing of payouts.
• Independently manage operational re-organizations, recommending potential compensation implications and/or alternatives to Operational Leadership, while considering the organization's compensation philosophy, market trends, and fiscal responsibility.
• Proactively conduct business analysis in partnership with global operations and other HR functional areas to understand business needs and maintain a competitive compensation structure.
• Participate in global and regional compensation surveys to collect and analyze competitive salary information.
• In partnership with HR peers, responsible for maintaining a global repository of job descriptions through research and verification of qualifications, licensing requirements, FLSA and other regional compliance requirements, and appropriate job classifications/grading.

Systems, Data & Process Oversight

• Provide oversight and development of global HR/Compensation-related data administration and analytics.
• Proficient in all HR and Compensation systems. Partner with HRIS to develop and build complex compensation reports and analytics to support internal and external business needs globally.
• Oversee the administration of the annual performance appraisal process as it relates to merit and incentive cycles.
• May assist in the design of global process documentation, business process procedures, functional specifications, and educational.

EDUCATION:

LICENSES / CERTIFICATIONS: 

PHYSICAL REQUIREMENTS:

S - Sedentary Work - Exerting up to 10 pounds of force occasionally Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

For disease specific care programs refer to the program specific requirements of the department for further specifications on experience and educational expectations, including continuing education requirements.

Any physical requirements reported by a prospective employee and/or employee’s physician or delegate will be considered for accommodations.

PAY RANGE:

$100,000.00 - $130,000.00Rochester14624

The listed base pay range is a good faith representation of current potential base pay for a successful full time applicant. It may be modified in the future and eligible for additional pay components. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts.

Rochester Regional Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, predisposing genetic characteristics, marital or familial status, military or veteran status, citizenship or immigration status, or any other characteristic protected by federal, state, or local law.