Compensation Manager, North America

[Company] is seeking a Compensation Manager, North America. This position will reside at the corporate office in Las Colinas (Irving), Texas. 

The Compensation Manager will manage the compensation function for North America. The Compensation Manager is responsible for planning, developing, and implementing new and revised compensation programs, policies, procedures, in order to be responsive to the company's goals and competitive practices. The Compensation Manager assures thorough audits and reports as well as personal contact that company compensation programs are consistently administered in compliance with company policies and government regulations.

[Company] is one of the largest suppliers of heavy building materials to the construction industry in North America. Our companies produce a broad range of building materials, including cement, aggregates (crushed rock, sand and gravel), ready mixed and precast concrete, asphalt, concrete pipes, pavers, tiles and clay bricks.

[Company] is part of the[Company] , the global market leader in aggregates and a prominent player in cement, concrete and other downstream activities. [Company] employs some 53,000 people at 2,600 locations in around 40 countries.

Essential Responsibilities and Tasks

• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans which are cost effective and consistent with compensation trends and Company objectives; coordinates implementation and provides guidance to Management/Supervision and HR staff.
• Provides advice to Management/Supervision and HR staff on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related programs.
• Manages, the administration of direct compensation (exempt, nonexempt and hourly programs) to include the processing, recording and reporting of compensation-related actions taken.
• Evaluate compensation programs and plans to ensure effectiveness and business value
• Supervises the participation in and conducts salary surveys, analyzes results and recommends changes to ensure compensation objectives are achieved.
• Manages the job evaluation process including preparation of written job descriptions, the development and maintenance of formal job grades and salary ranges, job analysis and market benchmarking. 
• Manage the annual merit cycle processes including budget allocations.
• Administers and oversees the annual incentive programs, monitors effectiveness of such programs and recommend appropriate revisions.
• Maintains the job evaluation system, including coordinating updates with the HRIS function and supports implementation of system changes.
• Keeps apprised of federal, state, and local compensation laws and regulations in order to ensure Company compliance.
• Prepares special reports relevant to the compensation function.

Minimum Qualifications

• Bachelor’s degree in Human Resources Management, Business or related field. HR/Compensation certifications a plus.
• Minimum six to eight years of progressive responsibility experience in Compensation.
• Experience providing performance management and employee development initiatives.
• Knowledge of job and organizational design & analysis, job evaluation methodologies, including Hay Group and Mercer grading programs.
• Ability to create systematic approaches that balances business needs, consistency, & transparency.
• Solid knowledge and understanding of Federal, State and Local Wage & Hour and Compensation regulations and laws.
• Mathematical aptitude, analysis skills and ability to communicate effectively orally and in writing.
• Strong interpersonal skills in dealing with management.
• Team player with proven track record of managing large and complex projects.
• Excellent computer skills including Microsoft Office, PeopleSoft and Hay Group applications.
• General understanding of the organization, competences, and operations.

Competencies

• Commitment and engagement through high level of work ethic and utilization of abilities for the best of the company.
• Internal and external customer and market management.
• Performance and result management.
• People management (i.e. management of subordinates’ performance and enabling teamwork).
• Demonstrated openness to change, flexibility, and adaptability.
• Establish trust and relationships.
• Entrepreneurial management (i.e. consideration of long-term risks and opportunities).
• Excellent communication skills, both written and verbal.
• Ability to motivate teams and simultaneously manage several projects.
• Demonstrated drive and initiative.
• Strong strategic thinking, problem solving, and decision making skills.
• Persuasion and negotiation skills.
• Sustainable management (i.e. compliance with laws and regulations).
• Professional competence (i.e. knowledge of the industry and cross-functional understanding.