Are you passionate about building competitive, data-driven total rewards programs that support a mission-driven organization shaping tomorrows future? We are seeking an experienced Manager, Total Rewards who is responsible for the design, administration, and governance of the companys compensation programs. While this role has primary accountability for incentive compensation programs, it also plays a broad role in managing base pay structures, job architecture, market pricing, and annual compensation processes. The position ensures compensation programs are competitive, equitable, compliant, and aligned with the organizations talent and business strategies. This position reports directly to the Head of HR for G&ES Business Division.

Responsibilities

Compensation Strategy & Program Management

• Support the development and ongoing management of the companys overall compensation philosophy and strategy
• Design, implement, and administer incentive compensation programs that drive performance and align with business objectives
• Support the administration of base salary structures, pay ranges, job leveling, and job architecture frameworks
• Conduct market pricing and benchmarking to ensure external competitiveness and internal equity
• Partner with HR leaders on compensation decisions related to hiring, promotions, transfers, and retention
  
  

• Lead the design, documentation, and governance of incentive and variable pay plans
• Manage incentive plan modeling, calculations, validation, and payout processes
• Maintain incentive compensation systems and tools; ensure data accuracy and system integrity
• Prepare incentive plan communications, training materials, and participant support resources
• Analyze incentive program effectiveness, cost, and performance outcomes; provide recommendations for improvement
  
  

• Support annual merit, bonus, and incentive planning cycles, including budgeting, modeling, and execution
• Partner with Finance to ensure accurate compensation forecasting, accruals, and spend management
• Provide guidance and analysis to leaders during compensation review and planning cycles
  
  

• Develop and maintain compensation policies, guidelines, and governance documentation
• Ensure compensation programs comply with applicable laws, regulations, and internal controls
• Conduct audits, reconciliations, and reviews to ensure accuracy, consistency, and compliance
• Prepare compensation analytics, dashboards, and reports for leadership and HR stakeholders
• Identify opportunities to streamline processes, improve tools, and enhance compensation program scalability
  
  

• Bachelors degree in Human Resources, Business, Finance, Economics, or a related field
• 6+ years of progressive experience in compensation, total rewards, or incentive compensation
• Experience supporting SaaScompany using subscription-based variable compensation or other high-growth industries.
• Strong working knowledge of compensation principles, market pricing, and incentive plan design
• Experience with compensation and HR systems; advanced Excel and analytical skills
• Ability to manage complex data and provide clear, actionable recommendations
• Strong communication, collaboration, and influencing skills
• High level of discretion, attention to detail, and sound judgment
  
  

• Experience supporting SaaScompany using subscription-based variable compensation or other high-growth industries.
• CCP (Certified Compensation Professional) certification or progress toward certification
• Experience supporting performance-driven or sales organizations
• Familiarity with incentive compensation management platforms
• Experience in a multi-location or global environment
  
  

Hanwha Q CELLS America Inc. (HQCA) is a Qcells company, one of the worlds largest manufacturers and providers of solar photovoltaic (PV) products and solutions. Headquartered in Irvine, California, HQCA has been rapidly expanding its business in North America through the expansion of products and solutions, including distributed energy solutions, direct-to-homeowner solar sales and financing, and EPC services. We provide an opportunity to be part of an exciting and growing world-class global business in an interesting and expanding industry of the future.

Physical, Mental & Environmental Demands

To comply with the Rehabilitation Act of 1973 the essential physical, mental and environmental requirements for this job are listed below. These are requirements normally expected to perform regular job duties. Incumbent must be able to successfully perform all of the functions of the job with or without reasonable accommodation.

Mobility

Standing

20% of time

Sitting

70% of time

Walking

10% of time

Strength

Pulling

up to 10 Pounds

Pushing

up to 10 Pounds

Carrying

up to 10 Pounds

Lifting

up to 10 Pounds

Dexterity(F = Frequently, O = Occasionally, N = Never)

Typing

F

Handling

F

Reaching

F

Agility(F = Frequently, O = Occasionally, N = Never)

Turning

F

Twisting

F

Bending

O

Crouching

O

Balancing

N

Climbing

N

Crawling

N

Kneeling

N

The salary range is required by the California Pay Transparency Act and may differ depending on the location of those candidates hired nationwide. Actual compensation is influenced by a wide array of factors including but not limited to, skill set, education, licenses and certifications, essential job duties and requirements, and the necessary experience relative to the jobs minimum qualifications.

• This target salary range is for CA positions only and should not be interpreted as an offer of compensation.
  
  

You may view your privacy rights by reviewing Qcells' Privacy Policy or by contacting our HR team for a copy.

Job Summary Responsible for understanding all pertinent reports, source documents and calculations pertaining to compensation payouts. Create audit points and controls to ensure accuracy for the team. Job Description Responsibilities: Build understanding, analyze and evaluate the impact of the results within the parameters of the Sales Compensation department. Train team members to maintain the integrity of key source documents and Compensation Strategy. Liaison between Sales Compensation and the IS teams to create and audit reporting based on tracking requirements of the Manager of Sales Compensation and Sales Leadership. Responsible for problem solving and strategic thinking with Sales Leaders. Identify areas where processes are not properly documented or explained. Explore the process and calculation and then create SOP to allow for employees to be able to create accurate and repeatable results. Collaborate with Sales Compensation Analysts and Sales Programmers to create documents, flow charts and instructions pertaining to systems, pay components and compensation calculations. Create and innovate with new techniques and tools to enable better accuracy and time efficiencies for the analysts. Create procedures to ensure the accuracy of the analysts documentation ensuring accuracy and relevance. Create relationships with internal and external departments to allow for cross-training and education within the Sales Compensation department. Lead assigned ad-hoc projects from the Manager of Sales Compensation to dissect and explain various calculations and source documents used in the calculation of pay. Education: Bachelor degree. Relevant Work Experience: At least 4 years of analyst experience in Sales Compensation, Sales Operations or Finance. Experience analyzing and reporting data in order to identify issues, trends, or exceptions to drive improvement of results and find solutions. Advanced level skill in Microsoft Excel (for example: using AVERAGE function, merging and centering cells, printing centered page and/or creating a pivot table). Advanced level skill of SQL and/or PowerBI preferred. Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization. The anticipated salary range for this position: $85,000.00 - $128,000.00 Annual The actual salary will vary based on applicants location, education, experience, skills, and abilities. This role is bonus and/or incentive eligible. Medline will not pay less than the applicable minimum wage or salary threshold. Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average. For roles where employees work less than 30 hours per week, benefits include 401(k) contributions, paid time off, as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp. For a more comprehensive list of our benefits please click . Were dedicated to creating a Medline where everyone feels they belong and can grow their career. We strive to do this by seeking diversity in all forms, acting inclusively, and ensuring that people have tools and resources to perform at their best. Explore our Belonging page . Medline Industries, LP is an equal opportunity employer. Medline evaluates qualified individuals without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, neurodivergence, protected veteran status, marital or family status, caregiver responsibilities, genetic information, or any other characteristic protected by applicable federal, state, or local laws.

Intro to Position

The Senior Director, Total Rewards leads, modernizes and directs the operational foundations of benefits and compensation programs at NPR, responsible for developing and driving a total rewards strategy that supports a culture of high performance to attract, reward, and retain top talent. Reporting to the SVP People and serving as a critical strategic partner to Finance, Legal, and broader NPR leadership, this position establishes total rewards as a pillar of NPR’s employer brand –redefining benefits, compensation, and systems to position NPR as an employer of choice. This role requires a unique balance of high-level strategic design, high-touch operational execution, and understanding.

The Senior Director of Total Rewards will bring deep expertise in compensation and benefits administration, strong knowledge of retirement plans, and will serve as a key partner to the HRIS/People Systems team to ensure that systems, data, eligibility rules, benefits deductions, reporting, and related processes accurately support total rewards programs. This role requires strong technical knowledge, keen attention to detail, and the ability to identify, audit, and help improve legacy processes and systems issues.  

The ideal candidate will bring a strong understanding of benefits, operations, retirement plan administration, compensation and HR systems. They must be comfortable driving change, strengthening controls, improving processes and working cross-functionally with HRIS, Payroll, Finance, Legal, external vendors, auditors and senior organizational leadership.  

Responsibilities

Transformation Leadership & Strategic HR Alignment

• Functional Modernization: Drive the strategic transformation of Total Rewards and HRIS functions to align with NPR’s enterprise-wide organizational evolution, establishing scalable operating models, modern digital workflows, and progressive employee programs.
• Leadership Partnership & Change Leadership: Partner closely with the SVP, People, HR People Partners, Finance, and leadership to align total rewards and systems strategy with overarching business goals and facilitate seamless organizational change.

Benefits 

• Benefits Strategy & Innovation: Lead the overall benefits strategy, incorporating a data-driven approach to recommendations and implementation of changes and improvements to our programs to maintain competitive advantage and meet the needs of the organization
• Benefits & Retirement Program Administration: Provide strategic direction and oversight for all of the organization’s comprehensive benefits offerings, leave programs, and retirement plans, ensuring compliance testing, plan document accuracy, and successful audits. 
• Vendor & Broker Management: Oversee relationship management with health and benefit providers, third-party benefits advisors, and brokers. Direct the administration of benefit enrollment processes and leave programs. 
• Administration Issue Resolution: Proactively identify, troubleshoot, and resolve complex benefits and retirement plan administration issues, successfully correcting legacy errors, resolving vendor data discrepancies, closing process controls gaps, and resolving systems configuration concerns. 

Compensation 

• Compensation Framework & Analytics: Develop and drive a unified compensation strategy aligned with broader HR objectives, utilizing robust data-driven analytics and modeling to evaluate market conditions, manage pay equity frameworks, and guide evidence-based salary decisions.
• Annual Cycles & Budget Ownership: Direct the annual compensation planning process and own overall fiscal responsibilities for total rewards and systems budgets, partnering closely with Finance to manage resources cost-effectively.
• Project Execution & Communications: Lead complex compensation and benefits projects from initial concept through design, modeling, and successful organization-wide implementation. Partner closely with the SVP of People, HR Business Partners, and additional stakeholders to ensure that total rewards programs are seamlessly integrated into broader HR and organizational strategies; author transparent communication materials and deliver structured training for leadership and staff on NPR's total rewards philosophy.
• Ensure compliance with legal requirements and governance related to compensation and benefits programs.

Systems, Audits, & Data Compliance

• People Systems Leadership: Direct the HRIS/People Systems team and establish the enterprise roadmap for UKG and integrated HR tools;  ensure total rewards programs are accurately configured, administered, reported, and maintained within UKG; collaborate directly on system configuration, eligibility rules, and code setup to identify inaccuracies and improve data controls. 
• Data Auditing & Internal Controls: Develop standard operating procedures (SOPs), data validation routines, and process audit trails to proactively identify and resolve issues in legacy total rewards processes.
• Total Rewards Compliance Leadership: Lead benefits,  compensation, and systems compliance activities across the organization, ensuring compliance with any relevant federal, state, and local laws, including total reward regulations (e.g., ACA, Form 5500, and ERISA reporting).
• Data Integrity & Reporting: Ensure total rewards data and reporting are accurate, timely, and useful for leadership decision-making, employee communications, and audit inquiries. 

Team Leadership & Development

People Management: Direct, mentor, and coach the internal Total Rewards teams, establishing a culture of accountability, high accuracy, professional growth, and proactive customer service.

The above duties and responsibilities are not an exhaustive list of required responsibilities, duties and skills. Other duties may be assigned, and this job description can be modified at any time.

Minimum Qualifications 

• Professional Leadership & Strategy: 12 + years of progressive leadership experience across Total Rewards and HR Technology, with at least 6 years directly managing multidisciplinary HR teams.
• Strategic Benefits Ownership: Proven track record designing and executing holistic benefit, retirement, and wellness strategies that enhance the employee value proposition in complex organizations.
• Advanced HRIS Expertise: Proven experience managing, configuring, or optimizing enterprise-grade HRIS platforms, with specific, advanced expertise utilizing UKG (Ultimate Kronos Group) modules.
• Team Leadership & Development: Demonstrated ability to lead and develop a high-performing team in a complex, collaborative organization
• Benefits & Retirement Plan Administration: Comprehensive understanding of ERISA fiduciary duties, nondiscrimination testing, retirement plan audits, Form 5500 reporting, and working directly with plan recordkeepers and trustees across 401 (k) and 403b plans.  
• ERISA Fiduciary & Compliance Fluency: Robust knowledge of ERISA fiduciary responsibilities, nondiscrimination testing, plan audits, Form 5500 reporting, and retirement plan compliance; proven experience working directly with retirement plan recordkeepers, trustees, and investment advisors.
• Analytical Auditing & Issue Resolution: Strong analytical and problem-solving skills, with a proven ability to use data to drive decisions,  audit complex datasets, and resolve data discrepancies, process and control gaps, and legacy system issues.  
• Compensation Practice Mastery: Strong understanding of compensation practices, including salary bands, market pricing, pay equity, incentive programs, and compensation governance.  
• Advisory Communication & Vendor Negotiation: Excellent interpersonal, oral and written communication skills, with the ability to provide strategic advice and counsel to senior leadership and negotiate effectively with insurance and benefit vendors.

Preferred Qualifications

• Industry Certifications: Active professional designations such as CCP or CMS, SPHR or SHRM-CP or CEBS preferred
• Collective Bargaining Experience: Experience developing and administering benefits and compensation programs in a unionized environment
• Retirement Plan Compliance Testing: Experience supporting retirement plan audits, plan corrections, compliance testing, and plan governance

Key Competencies

• Exceptional attention to detail and commitment to accuracy
• Ability to understand how total rewards programs are operationalized through People Systems, Payroll, and vendor systems.
• High degree of accountability, ownership, and follow-through 
• Ability to build credibility with the People Team, Finance, Legal, external vendors and senior leadership

Education Requirements

Bachelor's degree or equivalent in work experience.

Work Location & Requirements

Hybrid Permitted: This is a hybrid permitted role. The employee will be required to be in the Washington, D.C. office at least 2 days a week. The employee must also reside in the D.C. Metropolitan Area.

Job Type
This is a full-time, exempt position.

Compensation

Salary Range: The U.S.-based anticipated salary range for this opportunity is $192,000 - $230,000 plus benefits. The range displayed reflects the minimum and maximum salaries NPR expects to provide for new hires for the position across all US locations

NPR Benefits: NPR provides comprehensive benefits for employees and dependents. Regular, full-time employees scheduled to work 30 hours or more per week are eligible to enroll in NPR’s benefits options. Benefits include access to health and wellness, paid time off, and financial well-being. Plan options include medical, dental, vision, life/ accidental death and dismemberment, long-term disability, short-term disability, and voluntary retirement savings to all eligible NPR employees. 

Does this sound like you? If so, we want to hear from you.

#LI-HYBRID

Compensation

NPR Pay Range: $192K - $230K USD

For our client, we are seeking a VP Compensation Strategy And Operations to join the team of a leader in the Real Estate & Construction space. This role will own compensation, benefits, and rewards programs that help attract, retain, and motivate talent at scale. You will partner with global leaders, HR centers of excellence, and functional stakeholders to create consistent practices across teams and regions. The position offers the opportunity to strengthen pay practices, improve program governance, and create more consistent outcomes across the organization within a Real Estate & Construction environment.

Location: San Francisco, CA - US based candidates only, no visa sponsorship available

Compensation: $255,000 $319,000 annually

Responsibilities

• Serve as a senior compensation advisor to executives and HR leadership, building trusted relationships and shaping compensation strategies
• Lead compensation strategy across assigned business areas, including base pay, annual incentives, equity programs, and retention arrangements
• Anticipate business needs and use data analysis to deliver decision-ready recommendations
• Own compensation operations and annual planning cycles, ensuring effective execution of processes
• Drive continuous improvement through process redesign, automation, and modern compensation tools
• Advance global compensation initiatives, including support for M&A due diligence and integration
• Lead and develop a small compensation team, establishing clear priorities and strengthening service delivery
  
  

• 12+ years of progressive compensation experience in a public company or similarly complex environment
• Deep expertise in compensation strategy, equity, incentives, market pricing, pay governance, and annual compensation planning
• Strong operational discipline, with experience improving compensation processes, systems, and annual cycles
• Demonstrated people leadership experience, with the ability to build capability and strengthen team performance
• Strong executive presence, sound judgment, and the ability to influence senior leaders and partner effectively across functions
• Exceptional analytical, financial modeling, problem-solving, presentation, and communication skills
• Experience supporting reorganizations, business transformation, and other complex organizational changes
  
  

• Generous total rewards package including healthcare, dental, and vision insurance for employees and eligible dependents
• 401(k) retirement plan with a company match of 50% up to 12% of eligible compensation
• Generous PTO with a starting accrual of 22 days a year plus paid holidays and volunteer time
• Focus on quality management and leadership development
  
  

Our client is an equal opportunity employer. We encourage you to apply even if you dont meet every qualificationyour background could be exactly what this team needs.

Are you passionate about building competitive, data-driven total rewards programs that support a mission-driven organization shaping tomorrows future? We are seeking an experienced Manager, Total Rewards who is responsible for the design, administration, and governance of the companys compensation programs. While this role has primary accountability for incentive compensation programs, it also plays a broad role in managing base pay structures, job architecture, market pricing, and annual compensation processes. The position ensures compensation programs are competitive, equitable, compliant, and aligned with the organizations talent and business strategies. This position reports directly to the Head of HR for G&ES Business Division.

Responsibilities

Compensation Strategy & Program Management

• Support the development and ongoing management of the companys overall compensation philosophy and strategy
• Design, implement, and administer incentive compensation programs that drive performance and align with business objectives
• Support the administration of base salary structures, pay ranges, job leveling, and job architecture frameworks
• Conduct market pricing and benchmarking to ensure external competitiveness and internal equity
• Partner with HR leaders on compensation decisions related to hiring, promotions, transfers, and retention
  
  

• Lead the design, documentation, and governance of incentive and variable pay plans
• Manage incentive plan modeling, calculations, validation, and payout processes
• Maintain incentive compensation systems and tools; ensure data accuracy and system integrity
• Prepare incentive plan communications, training materials, and participant support resources
• Analyze incentive program effectiveness, cost, and performance outcomes; provide recommendations for improvement
  
  

• Support annual merit, bonus, and incentive planning cycles, including budgeting, modeling, and execution
• Partner with Finance to ensure accurate compensation forecasting, accruals, and spend management
• Provide guidance and analysis to leaders during compensation review and planning cycles
  
  

• Develop and maintain compensation policies, guidelines, and governance documentation
• Ensure compensation programs comply with applicable laws, regulations, and internal controls
• Conduct audits, reconciliations, and reviews to ensure accuracy, consistency, and compliance
• Prepare compensation analytics, dashboards, and reports for leadership and HR stakeholders
• Identify opportunities to streamline processes, improve tools, and enhance compensation program scalability
  
  

• Bachelors degree in Human Resources, Business, Finance, Economics, or a related field
• 6+ years of progressive experience in compensation, total rewards, or incentive compensation
• Experience supporting SaaScompany using subscription-based variable compensation or other high-growth industries.
• Strong working knowledge of compensation principles, market pricing, and incentive plan design
• Experience with compensation and HR systems; advanced Excel and analytical skills
• Ability to manage complex data and provide clear, actionable recommendations
• Strong communication, collaboration, and influencing skills
• High level of discretion, attention to detail, and sound judgment
  
  

• Experience supporting SaaScompany using subscription-based variable compensation or other high-growth industries.
• CCP (Certified Compensation Professional) certification or progress toward certification
• Experience supporting performance-driven or sales organizations
• Familiarity with incentive compensation management platforms
• Experience in a multi-location or global environment
  
  

Hanwha Q CELLS America Inc. (HQCA) is a Qcells company, one of the worlds largest manufacturers and providers of solar photovoltaic (PV) products and solutions. Headquartered in Irvine, California, HQCA has been rapidly expanding its business in North America through the expansion of products and solutions, including distributed energy solutions, direct-to-homeowner solar sales and financing, and EPC services. We provide an opportunity to be part of an exciting and growing world-class global business in an interesting and expanding industry of the future.

Physical, Mental & Environmental Demands

To comply with the Rehabilitation Act of 1973 the essential physical, mental and environmental requirements for this job are listed below. These are requirements normally expected to perform regular job duties. Incumbent must be able to successfully perform all of the functions of the job with or without reasonable accommodation.

Mobility

Standing

20% of time

Sitting

70% of time

Walking

10% of time

Strength

Pulling

up to 10 Pounds

Pushing

up to 10 Pounds

Carrying

up to 10 Pounds

Lifting

up to 10 Pounds

Dexterity(F = Frequently, O = Occasionally, N = Never)

Typing

F

Handling

F

Reaching

F

Agility(F = Frequently, O = Occasionally, N = Never)

Turning

F

Twisting

F

Bending

O

Crouching

O

Balancing

N

Climbing

N

Crawling

N

Kneeling

N

The salary range is required by the California Pay Transparency Act and may differ depending on the location of those candidates hired nationwide. Actual compensation is influenced by a wide array of factors including but not limited to, skill set, education, licenses and certifications, essential job duties and requirements, and the necessary experience relative to the jobs minimum qualifications.

• This target salary range is for CA positions only and should not be interpreted as an offer of compensation.
  
  

You may view your privacy rights by reviewing Qcells' Privacy Policy or by contacting our HR team for a copy.

Job Title Compensation Project Manager (Primarily Remote) Job reputed company reputed company., an Equal-Opportunity Employer, is seeking a Compensation Project Manager to support our reputed company's major compensation transformation initiative. This primarily remote role will help implement a new market pricing compensation structure aimed at improving reputed companys ability to attract and retain reputed company. The ideal candidate brings strong compensation expertise, reputed company proficiency, and experience collaborating across stakeholders and developing presentations for senior leadership. Job Responsibilities Conduct reputed company checks on job family assignments, reputed company data, and grade slotting recommendations. reputed company and recommend compensation grade structures based on market pricing data and internal benchmarking. Prepare, schedule, and reputed company stakeholder and HR Business Partner (reputed company) meetings to review and present grade structure recommendations. Finalize job family slotting and prepare comprehensive control documentation for agency-wide review and comment. Support modeling and scenario planning reputed company to compensation recommendations for senior leadership. Assist in drafting salary administration guidelines, policies, and implementation procedures. Research and respond to compensation-reputed company inquiries and support participation in market surveys. Coordinate and finalize deliverables reputed company to grade recommendations and costing by job family. Deliverables Include Finalized job family grade assignments and costing analyses reputed company documentation and control reports for stakeholder review Meeting materials and PowerPoint presentations for leadership sessions Draft salary administration guidelines and reputed company project documentation Job Requirements Bachelors degree in reputed company, Business, Analytics, reputed company Sciences, or a reputed company field (equivalent experience may be considered in lieu of degree). Minimum of 5 years of broad-based compensation experience, with demonstrated skills in two or more of the following salary surveys, FLSA status determination, compensation analysis, job evaluation, reputed company development, or organizational design. Strong proficiency in reputed company reputed company, including pivot tables, v-lookups, and conditional formatting. Experience drafting reputed company presentations and working with PowerPoint to prepare leadership materials. Prior experience leading meetings and collaborating with multiple stakeholder reputed company. Strong attention to detail, analytical reputed company, and ability to work independently on project-based tasks. Preferred Qualifications Masters degree in a reputed company field Certification in CCP, SPHR/PHR, or reputed company-CP/reputed company-SCP Experience managing reputed company of 45 individuals Familiarity with project management principles and tools Experience in job evaluation, reputed company development, and compensation modeling (macros and analytics) Work Environment & Risk Considerations Desk work only; no exposure to reputed company rights-of-way or hazardous environments Role is primarily remote, but may require occasional onsite stakeholder meetings Job Benefits Competitive reputed company reputed company reputed company based on experience and qualifications ($70 to $75 an hour) Opportunities to contribute to strategic HR transformation initiatives Flexible remote work environment Apply tot his job Apply To this Job . experiance: 60 skill: salary administration, pivot tables, conditional formatting, PowerPoint, project management, analytics, compensation expertise, market pricing data, internal benchmarking, vlookups industry: Others

Sales Compensation - Global Engagement Lead

Description -

About the Role

HP is seeking an expert in Sales Compensation & Quota Planning to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency.

The ideal candidate is both strategic and hands-on, with proven experience leading compensation design and quota planning in large, matrixed organizations and serving as a trusted advisor to Sales, Finance, and Executive leadership.

Key Responsibilities

Sales Compensation Strategy & Design

• Lead the end-to-end design of global sales compensation plans across direct, indirect, overlay, and specialist roles
• Ensure plans are aligned to HP’s growth strategy, product mix, margin objectives, and channel model
• Balance simplicity, scalability, and motivational impact while maintaining governance and compliance
• Translate strategic priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs)

Quota Planning & Deployment

• Own annual and in-year quota planning cycles across regions, segments, and roles
• Develop quota methodologies that ensure fairness, achievability, and differentiation, grounded in data and historical performance
• Partner with Sales Operations, Finance, and GTM leaders to align quotas to revenue targets and capacity models
• Drive consistent quota allocation processes, timelines, and approval frameworks globally

Analytics, Insights & Performance Management

• Establish performance analytics to evaluate plan effectiveness, quota attainment, pay-for-performance, and ROI
• Identify trends, risks, and unintended behaviors and recommend plan or quota adjustments
• Deliver clear executive-level insights and scenario modeling to support decision-making

Leadership & Stakeholder Management

• Act as a trusted advisor to senior Sales and Finance leadership
• Lead and develop a high-performing compensation and quota planning team
• Influence across a matrixed organization without direct authority
• Navigate ambiguity and competing priorities with executive presence and clarity

Required Qualifications

• 10+ years of progressive experience in sales compensation and quota planning
• Proven leadership experience in a large, international, matrixed organization
• Deep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity
• Strong analytical skills with the ability to translate data into executive-ready insights
• Experience leading annual planning cycles with complex stakeholder alignment
• Advanced knowledge of SPM/ICM platforms (e.g., SAP SuccessFactors, Xactly, Varicent, Forma, or similar)

Preferred Qualifications

• Experience in technology, hardware, or hybrid product/services sales models
• MBA or advanced degree in Business, Finance, or related field
• Demonstrated experience leading transformations in highly complex matrixed organizations

Success Metrics (First 12–18 Months)

• On-time, high-quality delivery of annual compensation and quota cycles
• Improved quota attainment correlation to performance and reduced plan complexity
• Increased confidence and trust from Sales leadership in incentive fairness
• Measurable reduction in manual processes and exception handling
• Clear linkage between incentives, sales behavior, and business outcomes

Salary:

The pay range for this role is $105,050 to $160,000 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

 * Health insurance
 * Dental insurance
 * Vision insurance
 * Long term/short term disability insurance
 * Employee assistance program
 * Flexible spending account
 * Life insurance
 * Generous time off policies, including;
 * 4-12 weeks fully paid parental leave based on tenure
 * 11 paid holidays
 * Additional flexible paid vacation and sick leave (US benefits overview
   [https://hpbenefits.ce.alight.com/])

The compensation and benefits information is accurate as of the date of this
posting. The Company reserves the right to modify this information at any time,
with or without notice, subject to applicable law.

Job -

Schedule -

Shift -

Travel -

Relocation -

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"

Eaton’s Corporate Sector division is currently seeking a Compensation Manager- Rewards and Recognition.This position will be based at our Beachwood, OH HQ with hybrid work available.

The expected annual salary range for this role is $130000 - $190000 a year. This position is also eligible for a variable incentive program.

Please note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.

What you’ll do:

The Rewards & Recognition Manager leads the strategy, governance, and execution of Eaton’s global recognition and broad-based incentive programs, ensuring alignment to Eaton’s Culture Model, pay-for-performance philosophy, and enterprise engagement priorities. This role translates culture and business objectives into recognition solutions that ensure employees are recognized in ways that motivate performance, strengthen engagement, and support business outcomes.

Job Responsibilities:

• Lead the strategy, design, and continuous improvement of Eaton’s global recognition programs (E STAR and Service Awards) and Variable Pay Plan program, ensuring programs reinforce the Eaton Culture Model and align to business priorities and Eaton’s Total Rewards strategy

• Drive E STAR adoption and effectiveness through communications, leader enablement, and ongoing program optimization and equip leaders and managers with tools and guidance to effectively recognize employees in meaningful, timely ways

• Manage day-to-day operations of the employee rewards and recognition platform, including program administration, financial reconciliations, system functionality, HRIS/payroll integration maintenance, vendor coordination, reporting, and process improvements to ensure accurate, compliant, and seamless program delivery.

• Develop E-STAR, Service Awards and Variable Pay Plan program frameworks, guidelines, policies, governance standards, and budget management to drive consistency, compliance, scalability, and operational excellence

• Lead the strategy, optimization, and governance of technology solutions supporting Recognition and Rewards, broad-based incentive administration, and compensation planning, including system enhancements, testing, integrations, and user experience, partnering with HREI, IT, and vendors to ensure seamless delivery, reporting, and scalability.

• Support talent priorities through recognition, partnering with HRBPs and leaders to reinforce performance, critical roles, and key talent segments

• Collaborate with Sales Compensation to support the design and continuous improvement of sales framework, ensuring operational excellence and compliance with market practice.

• Evaluate external market trends, data insights, emerging technologies, and best practices to continuously enhance programs, maintain competitiveness, and measure program effectiveness.

• Partner cross-functionally with HR, Communications, Finance, Legal, IT, Payroll and other stakeholders in matters related to rewards and recognition and variable incentives

• Manage external vendors, ensuring service excellence, innovation, scalability, user experience, and effective contract management

• Support Total Rewards M&A efforts, including program alignment, transition and implementation, and employee experience.

Qualifications:

Required (Basic) Qualifications:

• Bachelors Degree from an accredited institution.

• Minimum 8 years of experience in Total Rewards, Compensation, or HR, including exposure to compensation principles and practices.

• No relocation is being offered for this position only candidates located within a 50 mile radius of Beachwood, OH will be considered.

• Must be able to work in the United States without corporate sponsorship now and within the future.

Preferred qualifications:

• Experience managing enterprise recognition platforms and designing and administering incentive plans

• Experience with incentive plan designs, including sales incentive

• Experience aligning recognition programs to culture and behavior frameworks

Position Criteria:

• Demonstrated experience leading complex, enterprise-wide programs in a global environment

• Knowledge of U.S. compensation regulations, including FLSA and bonus plan administration

• Proven ability to influence and partner with senior leaders across a complex, matrixed organization

• Strong analytical and problem-solving skills; able to translate data into actionable insights

• Experience managing external vendors

• Excellent communication and stakeholder management skills

• Ability to manage multiple strategic initiatives and deliver results in a fast-paced, evolving environment

• Up to 10% travel required

Skills:

Key Success Factors:

• Ability to translate Eaton’s culture and values into tangible recognition experiences

• Strong balance of strategy and execution, with a focus on measurable impact

• Effective cross-functional collaboration across HR, Finance, IT, and the business

• Focus on driving program engagement, adoption, and consistency globally

• Commitment to improving the employee experience through meaningful recognition and rewards

All positions may require participation in video and in-person interviews as part of the hiring process. All candidates will be evaluated based on job-related competencies, and all candidates’ privacy rights and data security will be protected in accordance with applicable laws.

We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

Eaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.

You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.

To request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.

We know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here (https://www.youreatonbenefits.com/candidates) for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.

Sr Manager, Compensation

Location: Newton, MA (Hybrid)
Reports To: Director, Compensation

Job Summary:

The Senior Manager, Compensation is a strategic compensation leader responsible for the design, governance, implementation, administration, and continuous improvement of compensation programs that support Panera's business objectives and talent strategy. This role serves as a trusted advisor to HR, Finance, Talent Acquisition, HR Technology, and business leaders, delivering market-competitive compensation solutions that attract, retain, and motivate talent.

The position is responsible for incentive plan design and administration, compensation analytics, market benchmarking, annual compensation processes, pay governance initiatives, and Workday compensation operations. The Senior Manager leverages data-driven insights, market intelligence, and technology-enabled solutions to ensure compensation programs are competitive, equitable, compliant, and aligned with organizational performance goals. The role builds upon responsibilities currently focused on incentive administration, market pricing, compensation cycles, compliance, and stakeholder support.

Key Responsibilities:

Compensation Strategy & Consulting

• Serve as a trusted compensation advisor to HR Business Partners, Talent Acquisition partners, and business leaders on compensation philosophy, pay decisions, program design, and talent-related compensation issues.
• Partner with leadership to develop compensation solutions that support attraction, retention, engagement, and performance objectives.
• Translate compensation principles and market data into practical recommendations for business stakeholders.
• Support the evolution of compensation frameworks, salary structures, job architecture, and career progression models.

Incentive Plan Design & Administration

• Lead the design, modeling, implementation, communication, and administration of short-term incentive programs across retail and field populations.
• Partner with Finance, Operations, and HR leaders to ensure incentive plans align with organizational objectives and performance outcomes.
• Conduct financial modeling and scenario analyses to evaluate plan effectiveness and support decision-making.
• Lead governance and continuous improvement efforts, including process optimization, documentation, controls, communications, and system updates.
• Conduct post-cycle reviews and recommend enhancements based on performance outcomes, participant feedback, and market practices.
• Ensure timely and accurate incentive calculations, approvals, and payouts in partnership with Finance and HR.

Market Pricing & Benchmarking

• Lead market pricing activities and job evaluations to ensure compensation programs remain externally competitive and internally equitable.
• Manage participation in industry salary surveys and maintain strong vendor relationships with market data providers.
• Perform competitive assessments and develop recommendations regarding pay positioning, salary ranges, and compensation structures.
• Maintain the integrity and quality of benchmarking, job matching, and market analysis methodologies.
• Monitor compensation trends and emerging practices across retail, restaurant, hospitality, and service-sector organizations.

Compensation Analytics & Insights

• Develop compensation analytics, dashboards, and executive reporting to support workforce planning and compensation decision-making.
• Analyze compensation data to identify trends, risks, opportunities, and organizational insights.
• Support executive presentations through data-driven recommendations and business case development.
• Measure and evaluate the effectiveness of compensation and incentive programs through quantitative and qualitative analysis.
• Leverage reporting and visualization tools to improve compensation transparency and decision support.

Compensation Process Ownership

• Lead the annual merit, promotion, and compensation planning cycles, including Workday configuration, testing, validation, communications, and governance.
• Own semi-annual wage adjustment programs and support enterprise compensation initiatives.
• Ensure compensation processes are scalable, efficient, and aligned with pay-for-performance principles.
• Develop project plans and manage cross-functional stakeholders to ensure successful execution of compensation programs.

Compensation Technology & Process Optimization

• Serve as the compensation subject matter expert for Workday Compensation and related systems.
• Partner with HR Technology teams to identify automation opportunities, streamline workflows, and improve user experience.
• Lead business requirements development, testing strategies, system enhancements, and release support activities.
• Establish process controls and governance frameworks to ensure data accuracy and operational excellence.

Pay Governance, Compliance & Pay Equity

• Ensure compliance with all federal, state, and local compensation regulations and requirements.
• Partner with HR, Legal, and HR Technology teams to support evolving pay transparency initiatives and related compliance requirements.
• Conduct compensation audits and participate in pay equity analyses to identify and address potential risks.
• Support compensation policy development, governance activities, documentation standards, and audit readiness.
• Monitor regulatory developments and recommend program or process changes as needed.

Stakeholder Partnership & Education

• Provide compensation guidance and consultation to HR Business Partners, Talent Acquisition partners, and business leaders.
• Develop and deliver compensation training, education, and communication materials.
• Collaborate closely with Finance, HRIS, Talent Acquisition, Legal, and Operations teams to ensure alignment across compensation initiatives.
• Build strong relationships across the organization to drive successful adoption of compensation programs and policies.

Qualifications

Required:

• Bachelor's degree in Human Resources, Business, Finance, Economics, Statistics, or a related field.
• 8–10+ years of progressive compensation experience with increasing levels of responsibility.
• Experience supporting large, geographically dispersed employee populations in retail, restaurant, hospitality, distribution, or similarly labor-intensive industries.
• Demonstrated expertise in compensation program design, market pricing, job evaluation, and compensation administration.
• Advanced Excel skills, including modeling, scenario analysis, and large dataset management.
• Experience with Workday Compensation and enterprise HRIS-driven compensation processes.
• Strong understanding of compensation compliance, pay equity, and compensation governance.
• Proven ability to influence and consult with leaders at multiple organizational levels.

Preferred:

• Certified Compensation Professional (CCP) designation.
• Experience with compensation survey platforms such as Mercer, WTW, Aon, Radford, PayFactors, or ERI.
• Experience developing compensation dashboards and compensation analytics tools.
• Experience supporting pay transparency initiatives and multi-state compliance requirements.
• Experience managing complex cross-functional projects.

Competitive pay $136,383 to $163,660 annually.

The actual pay offered will be determined by multiple factors, including but not limited to the candidate’s relevant experience, job-related knowledge, skills, and geographical location. Individual compensation decisions are dependent upon the facts and circumstances of each position and candidate.