Compensation Manager at PwrQ Holdings LLC

Villa Park, Illinois, United States -

Full Time

Start Date

Immediate

Expiry Date

25 Jun, 26

Salary

150000.0

Posted On

27 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Problem-Solving, Communication, Influencing, Administration, Incentive Programs, Equity Programs, Job Evaluation, Market Data Analysis, Financial Analysis, Statistical Analysis, Modeling, Business Acumen, Financial Acumen, MS Office Suite, Compensation Software

Industry

Electrical Equipment Manufacturing

Description

Description Position Summary: Compensation is an important component of our Total Rewards strategy which drives performance, makes Forgent an employer of choice and empowers our employees to live their best lives. We are looking for a Compensation Manager to join our Total Rewards team. The ideal candidate for this role should exhibit strong problem-solving, communication, and influencing skills towards all stakeholders. You will be accountable to drive results by administering compensation programs including the year-end compensation cycle, long-term incentive and equity programs, and other program elements. You will partner with Human Resources leadership, as well as internal teams in Finance, Legal, HR operations to address business needs, provide guidance and ensure successful outcomes. Primary duties & responsibilities: Lead the administration of the year-end compensation cycle, which includes salary increases, corporate incentive bonus programs, and long-term incentives for our corporate employees. Drive the administration of long-term incentive and equity programs and policies through collaboration and partnership with our Legal team, external vendors, and platform management. Prepare materials for Compensation Committee meetings several times per year. Consult with Human Resource Business Partners on a regular basis, providing expert compensation guidance and recommendations. Perform deep analysis on effectiveness and competitiveness of existing compensation programs and model alternatives for leadership consideration. Conduct job evaluations using market data and internal evaluation and regularly analyze our market position. Research and formulate recommendations on external and internal employment offers, job leveling, and internal equity adjustments. Qualifications: Minimum of 5 years of experience in Compensation Bachelor’s degree, ideally in finance, accounting or comparable discipline Knowledge of human resources and compensation principles including knowledge of relevant Federal, State, Local laws/regulations relating to compensation Experience in developing compensation structures and pay scales for corporate roles and functions; experience in developing manufacturing pay scales or hourly pay scales. Expertise in financial analysis, statistical analysis, and modeling is required. Intellectual curiosity to think creatively, learn quickly, solve problems, and build efficient solutions. Business and financial acumen Strong proficiency with MS Office Suite (Excel, PowerPoint, and Word) and compensation management software such as Workday, PeopleSoft, PeopleFluent, UltiPro, or SuccessFactors Experience implementing compensation software is preferred. The ability to work in a fast-paced environment and manage competing priorities is essential. Effective verbal and written communication skills Disclaimer: The statements above are intended to describe the general nature and level of work being performed. They are not an exhaustive list of all responsibilities, duties, or skills required. Forgent Power reserves the right to modify, interpret, or apply this job description as needed. Equal Employment Opportunity Statement: Forgent Power is an equal opportunity employer. We are committed to creating an inclusive environment for all employees. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected class.

Responsibilities

This role is accountable for driving results by administering compensation programs, including the year-end compensation cycle, long-term incentive, and equity programs. Key duties involve leading the administration of these cycles and consulting with HR Business Partners to provide expert compensation guidance.