WHO WE ARE

Collaborative. Respectful. A place to dream and do. These are just a few words that describe what life is like at Toyota. As one of the world’s most admired brands, Toyota is growing and leading the future of mobility through innovative, high-quality solutions designed to enhance lives and delight those we serve. We’re looking for talented team members who want to Dream. Do. Grow. with us.
To save time applying, Toyota does not offer sponsorship of job applicants for employment-based visas or any other work authorization for this position at this time.

WHO WE’RE LOOKING FOR

Toyota’s Human Resources Department is looking for a passionate, and highly motivated Senior Manager, Compensation.
The person in this role will be responsible for the design, operational implementation, setting policies, and ongoing evaluation of the organization’s compensation programs, including job architecture, base pay, incentive pay, variable pay, and job evaluation. This role will work with senior management to ensure that compensation strategy and programs support the organization’s business objectives and meet all legal requirements. Responsible for leveraging diverse experiences, in-depth knowledge of compensation programs, prevalent market practices and data analytics in order to help inform our compensation-related decisions that create a total rewards opportunity for our employees that is both market competitive and part of a compelling Employee Value Proposition.

The successful candidate will have:

• Proven ability to manage internal and external confidential information with utmost discretion.
• Strict attention to detail, accuracy.
• Proven ability to work in a fast-paced environment and balance a dynamic workload with constantly changing priorities, deadlines, and project scopes.

This role reports to the Vice President of Team Member Engagement. The position will be based at our North American headquarters in Plano, Texas. The selected candidate will be expected to reside within commutable distance of this location.

• Manage, lead, and develop a group of analysts and managers.
• Drives Compensation strategies through informed decision-making to ensure resolution of critical issues for projects or programs by collaborating with resource teams and leadership; identifying goals, assumptions, and risks, and ensuring change adaptation and sustainability.
• Engages, influences, and provides concise guidance and recommendations to various audiences, including Senior Executives, Strategic HR Business Partners, People Leaders, and HR Teams.
• Leads compensation-related projects which involve revision, development, and/or redesign of existing compensation programs. This would include high-level project management, partnering with appropriate internal and external resources and ensuring that projects are on-time and on budget, while achieving desired goals and objectives.
• Directs, designs, and plans compensation policies and objectives. Oversees the collection of wage, salary, and incentive survey data to ensure the organization’s compensation programs/objectives attract, retain, and motivate teammates.
• Leads compensation programs including job analysis and evaluation to include job grading, salary structure design and review, conducts and oversees the various compensation surveys and studies to maintain the company’s competitive position within the marketplace.
• Directs market pricing activities by establishing standards and reviewing the work of the compensation team.
• Ensures the administration of various compensation programs are compliant with established guidelines, processes and procedures. This may include programs such as incentive compensation, sales compensation, annual merit review cycle, geographic differential, shift differential, etc.
• Works closely with the benefits function to ensure that the total compensation and rewards programs are complimentary and meet the requirements needed to offer a strong Employee Value Proposition that is competitive in the marketplace.
• Advises on compensation strategy, programs, and related matters while balancing business acumen, total rewards expertise, and relationship building skills.
• Partners in the rollout of enterprise-wide compensation programs; and occasionally participate/lead project teams on compensation-related initiatives.
• Develops relationships with total rewards industry professionals and/or organizations in order to maintain current market trends knowledge for internal use.