HireDiversity

The Manager, Compensation designs, implements and administers various employee compensation programs including but not limited to salary administration, annual compensation review cycles, job evaluation, incentive plans (short- and long-term plans). These responsibilities include: researching market trends and pay levels, developing communication and training materials and conducting analysis to proactively support HR business partners and MillerCoorsâ leaders. Is also responsible for supporting a specific client group on day-to-day activities and providing consultation on compensation matters as well as appropriate governance to adhere to policies and guidelines. Partners across Compensation & People Operations to ensure alignment across execution of compensation matters in the HR systems, connection to programs such as recognition and COLA as well as appropriate measures and reporting, if any are viable.

Key Outputs

• Monitors the effectiveness of existing compensation policies, guidelines and procedures to design and recommend plan revision as well as new plans which are cost effective and consistent with compensation trends and MillerCoors’ compensation philosophy and business objectives
  
• For client groups, applies procedures and guidelines to ensure base and incentive compensation programs are internally equitable and externally competitive – and still uphold the guidelines and philosophies set forth for the entire company
  
• Lead compensation-related projects which involve revision, development and/or re-design of existing compensation programs. This includes project management and partnering with appropriate internal and external resources
  
• Manages MillerCoors’ strategy on and participates in market surveys to ensure surveys are applicable to jobs and scope cuts, makes best use of available funding and provides opportunities for furthering the company’s reach into understanding and applying market trends as appropriate
  
• Provides advice to team and HR business partners on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions for specific compensation-related issues
  
• Provides analytical support for a wide range of compensation issues and projects designed to support business strategies
  
• Partners with the Senior Director in the development and writing of Board materials
  
• Some incumbents may manage, through an analyst, HR programs; including but not limited to: relocation, severance, outplacement, recognition, immigration services, vacation
  
• Design and deliver/present employee communication and training relating to any compensation programs
  
• Attracts leads, manages and mentors team of employees and external partners in such a way to ensure retention, development, and superior performance of talented people

KJ-IN

Education and Experience Requirements

• Undergraduate degree
  
• 8+ years managing, implementing and administering compensation programs for large client groups
  
• In-depth experience in use, interpretation and application of external surveys, internal job evaluation criteria and salary and incentive plan design, implementation and administration
  
• Advanced skills with Microsoft Office Suite – particularly MS Excel 2010
  
• Track record of developing others
  
• Demonstrated success managing diverse teams
  
• Demonstrated success working collaboratively with employees at all levels of the organization
  
• To deal with complex, emotional pay matters that have either an organization-wide impact and/or individual employee impact, proven experience with ability to communicate effectively in person and in writing with technical experts and “end users”

Experience Preferences

• Strong working knowledge of long-term incentive programs
  
• Some experience with Black-Scholes methodology
  
• Experience in accruals and other required reporting for financial statements
  
• Certified Compensation Professional certification from World at Work

Skills and/or Knowledge

• Ability to plan, coordinate, and direct work of cross-functional teams
  
• Ability to effectively plan, set priorities, and manage several complex projects simultaneously while working under pressure to meet deadlines
  
• Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action
  
• Ability to analyze and interpret complex reports and data sets
  
• Ability to have and influence difficult, and emotional, conversations in a productive manner