Senior Compensation Manager

Introduction

Welcome to Gallagher – a global leader in insurance, risk management, and consulting services. With a growing team of more than 52,000 professionals worldwide, we empower businesses, communities, and individuals to thrive. At Gallagher, you can build a career whether it’s with our brokerage division, our benefits and HR consulting division, or our corporate team. Experience The Gallagher Way, a culture fueled by shared values and a collective passion for excellence. Join one of our dynamic teams, where you'll play a pivotal role in shaping Gallagher's future and unlocking unparalleled opportunities for both clients and yourself.

We believe that every candidate brings something special to the table, including you! So, even if you feel that you’re close but not an exact match, we encourage you to apply.

We are seeking a dynamic and experienced Senior Compensation Operations Manager to join our team. This role is pivotal in shaping and executing and operationalizing our compensation strategies, ensuring alignment with corporate objectives, compliance standards, and emerging trends. The ideal candidate will possess deep expertise in broad-based compensation practices, project management, leadership, and related compensation technologies, with a focus on driving equitable and effective compensation programs across the organization.  This role will report to the Director of Global Compensation Programs and Operations.

• Strategic Partnership: Collaborate with leadership to design and implement comprehensive compensation and reward & recognition programs that align with organizational goals.
• Subject Matter Expertise: Serve as a trusted advisor on foundational compensation practices and structures, providing insights and recommendations based on industry trends and regulatory requirements.
• Program Evaluation: Assess the effectiveness of existing compensation programs and processes, presenting strategic recommendations for enhancements or changes to meet corporate objectives and external trends.
• Research and Recommendations: Conduct thorough research on compensation trends and compliance topics, offering expert guidance to ensure our practices remain competitive and compliant.
• Job Architecture Management: Lead all aspects of the development and implementation of job architecture and related processes, ensuring consistent education and application across the enterprise. Lead the consultation and implementation of a new job leveling framework, including the creation and delivery of change management tools and communications.
• Survey and Benchmarking Expertise: Drive global compensation survey and benchmarking tool/technology strategy.
• Salary Structure Development: Lead team in design/modeling of salary structures and geographic differential philosophies to ensure competitive and equitable compensation practices.
• Pay Transparency and Equity: Lead research on emerging trends, legislation, and best practices in compensation, with a focus on pay transparency and pay equity.  May conduct pay equity reviews and analyses, providing expert recommendations for actionable improvements.
• Operational Excellence: Partner with leadership to direct the creation and implementation of compensation policies and procedures, ensuring consistent and equitable administration across the organization.
• Training and Communication: Oversee the development and distribution of training materials for compensation program rollouts, ensuring effective communication and understanding.
• Program Administration: Consult on the operationalization of various compensation programs, including annual merit and bonus programs, ensuring consistent administration.
• Project Management: Manage complex compensation projects requiring high analytical skills, transforming data into actionable insights to support business decisions related to compensation modeling and analysis.
• Technology and Systems Support: Lead technology or systems-related projects in partnership with HRIS, including global expansion of compensation related modules and tools.
• Team Management: Lead and develop a team of compensation specialists or analysts, fostering a high-performing and collaborative environment.

Required:

• Bachelor degree; 8 years experience within HR analytics and/or compensation.
• 3 years leading a team/managing staff.
• Must possess advanced technical skills in Excel, including ability to model expected results.

Highly Preferred: 

• Bachelor’s degree in human resources, Business, Finance, or a related field.
• Minimum of 8 years of progressive compensation experience in an analytical role.
• Minimum of 5 years of experience in people management, leading and developing high-performing teams.
• Proficiency in Excel, PowerPoint, and other MS tools, with the ability to model expected results.
• Proven management and leadership skills with the ability to influence cross-functional teams.
• Strong project management skills, capable of overseeing multiple projects and priorities under tight timelines.
• Specialized expertise in compensation and regulatory requirements, including FLSA and emerging pay transparency/equity legislation.
• Experience managing client groups and projects.
• Compensation experience in global markets, may include EMEA, India, LATAM.
• Experience with pay equity and pay transparency legislation and related program and policy development.
• CCP, GRP, or similar certification.
• Experience with Oracle HCM or similar HCM/HRIS systems.
• Experience in the Financial Services or Insurance industry.
• Experience with M&A integration related to compensation/reward programs.

Work Traits:

• Highly organized, self-motivated, and proactive, with the ability to work independently and manage teams/stakeholders.
• Ability to partner effectively with all levels of employees and management, including executives.
• Expert analytical and quantitative skills.
• Exceptional communication and presentation skills.
• Results-driven while managing within internal and external controls.
• Flexibility in managing changing priorities and working under tight deadlines.
• Comfortable with ambiguity and developing solutions based on limited data availability.
• Thrives in a rapidly changing environment.

#LI-JS1 #LI-Hybrid

On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. 

 Below are the minimum core benefits you’ll get, depending on your job level these benefits may improve:

• Medical/dental/vision plans, which start from day one!
• Life and accident insurance
• 401(K) and Roth options
• Tax-advantaged accounts (HSA, FSA)
• Educational expense reimbursement
• Paid parental leave

Other benefits include:

• Digital mental health services (Talkspace)
• Flexible work hours (availability varies by office and job function)
• Training programs
• Gallagher Thrive program – elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing
• Charitable matching gift program
• And more...

We value inclusion and diversity

Click Here to review our U.S. Eligibility Requirements and Pay Disclosure Statement

Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work.

Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest.

Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws.

Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.