Compensation Manager - US, Remote

at  Cimpress Services

WHO WE ARE:

Cimpress Services’ central teams allow us to remain entrepreneurial; to stay small as we grow. These teams enable our businesses to remain laser-focused on their customers and build the tools and services that make Cimpress greater than the sum of our businesses. We are problem solvers. We are storytellers. We are forward thinking. We are relationship builders. We are responsible for company-wide activities like accounting, capital allocation, global tax planning, procurement, communicating with internal and external stakeholders and protecting the company through compliance and risk management. We’re evolving our processes and technology to support Cimpress’ rapid growth.
Join our innovative compensation team as a Compensation Manager, reporting directly to the Compensation Director. In this role, you will provide expert global compensation support to designated groups and will work closely with HR Business Partners, business leaders, and finance teams to design, implement, and manage compensation programs effectively. You will also contribute to leading important compensation initiatives across Cimpress’ central teams and Vista, our largest business. This is a remote-first role based in the United States, presenting a fantastic opportunity to be part of a cutting-edge team excelling in global compensation support and remote-first work environments.

YOUR QUALIFICATIONS:

At Cimpress, we value the experiences that individual team members add to our culture. Please don’t hesitate to apply even if you don’t meet the exact qualifications, we look forward to learning more about you!

• Bachelor’s degree with a focus in Finance, Human Resources, Management, or other related field
• 5+ years of experience working in Compensation
• Strong analytical and critical thinking skills and ability to communicate the results
• Comfort working in a fast-paced remote-first environment requiring strong organizational and time management skills
• Detail-oriented with both the ambition and willingness to dive into the details
• Ability to work effectively and collaboratively with cross-functional teams remotely
• Excellent communication skills with an emphasis on the ability to communicate compensation programs effectively to stakeholders including team members, HRBPs and business leaders
• Comfort working with highly confidential and sensitive data
• Experience with HRIS systems and analytical tools

ABOUT US:

Led by founder and CEO Robert Keane, Cimpress invests in and helps build customer-focused, entrepreneurial mass customization businesses. Through the personalized physical (and digital) products these companies create, we empower over 17 million global customers to make an impression. Last year, Cimpress generated $2.88B in revenue through customized print products, signage, apparel, packaging and more. The Cimpress family includes a dynamic, international group of businesses and central teams, all working to solve problems, build businesses, innovate and improve.

• Provide compensation support and partnership to assigned business leaders/areas of the business
• Manage vendor relationships and survey submissions for assigned compensation surveys
• Maintain compensation and job data in the HRIS system (SuccessFactors) including uploading data, auditing, and reporting
• Manage relationship with HRIS team and lead initiatives to align on system and process improvements
• Lead the annual compensation planning cycle through system preparation, testing, training, budgeting, and analytical support
• Evaluate job codes, levels and provide compensation recommendations for new hires, promotions, and market adjustments
• Review market reference points (MRPs) and associated target pay ranges for assigned job families, globally
• Develop and implement strategies to ensure compensation equity across the company, addressing disparities and promoting fair pay practices
• Perform ad-hoc analyses and lead special projects as needed
• Develop and deliver training sessions, document processes, and champion new content to enhance pay transparency