ABOUT US:

We are brand builders who focus our passion and creativity to build Calvin Klein and TOMMY HILFIGER into the most desirable lifestyle brands in the world and at the same time position PVH as one of the best-performing brand groups in our sector. Guided by our values and enabled by our scale and global reach, we are driving fashion forward for good, as one team with one vision and one plan. That’s the Power of Us, that’s the Power of PVH+.
One of PVH’s greatest strengths is our people. Our collective desire is to create a workplace environment where every individual is valued, and every voice is heard, and we are committed to fostering an inclusive and diverse community of associates with a strong sense of belonging. Learn more about Inclusion & Diversity at PVH here.

ABOUT THE ROLE:

The Sr. Manager, Compensation Programs and Practices is responsible for developing, implementing, and leading compensation strategies and programs that align with the organization’s business objectives and talent goals. This role ensures driven and equitable compensation practices through market analysis, process standardization, and strategic guidance to HR and business leaders. This role is crucial in aligning global compensation, bringing to bear technology and data to improve efficiency and consistency across regions. This role also leads the execution of compensation cycles, including the Annual Compensation Review, while ensuring strong stakeholder engagement, user experience and process improvement initiatives.

WHAT YOU’LL DO:

• Works closely with regional teams and key collaborators to craft and align compensation philosophy and practices, ensuring they support the ongoing evolution of PVH’s broader People strategy.
• Analyze market data, salary surveys, and internal compensation data to assess competitiveness and make recommendations for changes.
• Supports the global alignment of compensation benchmarking, market pricing, compliance, analytics, the Annual Compensation Review (ACR) process, and other related methodologies across global and regional compensation teams.
• Delivers strategic compensation guidance and coaching to HR business partners, senior leadership, and compensation team members to drive informed decision making.
• Works closely with Technology and HRIS teams to ensure standard compensation processes are clearly defined and effectively configured, prioritizing the end-user experience.
• Leads system testing and remediation for Annual Compensation Review and other technology- enabled processes.
• Effectively communicates across all organization levels to drive engagement and adoption. Communication materials may include project plans, objectives, expectation setting, status updates and outcomes relating to a specific initiative.
• Evaluates business processes and operational needs to find opportunities for improvement, supporting collaborators in achieving increased efficiency and consistency.
• Develop and deliver compensation-related training and communication to HR business partners and business leaders.
• Provides support on an as needed basis for assigned global and regional compensation initiatives.