The U.S. Pharmacopeial Convention (USP) Senior Global Compensation Manager in Rockville, Maryland
Summary of the Position
The Senior Global Compensation Manager is a dynamic and influential compensation professional with a creative mindset and strategic thinking abilities who will manage the organization’s global compensation program through external trends, benchmarking, and best practices. In addition, this position will lead the planning, design and administration of global compensation program components and processes, including: market analysis, annual salary planning, annual end-to-end salary review process, and variable pay program. This role will collaborate with HRBPs, Talent Acquisition, HRIS, global HR team members and other internal stakeholders.
This is a significant and challenging hands-on role responsible for developing and implementing organization-wide strategies and driving operational excellence to support the execution of our growth and people strategies. Success in this position requires strong analytical skills with the ability to step back and see the big picture. The right candidate will help us to ensure forward thinking systems and tools to support our constantly evolving organization.
Roles and Responsibilities
• Partners with and acts as internal consultant to internal stakeholders, including leadership and HR Business Partners on a variety of compensation related matters including base pay, market pricing, and other compensation related policies, programs, and strategies.
• Builds relationships and demonstrates ability to influence stakeholders of all levels on compensation matters.
• Partner closely with the Talent Acquisition to ensure sound, compelling and attractive offers are extended to secure top talent in this challenging market.
• Acts as subject matter expert on market data for HR partners globally.
• When delivering market data to HR leaders and partners, consults with the recipient of the data to help them understand the data and how to apply it to their business need.
• Leads and/or oversees the technical end of various compensation projects to review base pay, merit increases, pay adjustments and other compensation related topics. May include studies, surveys, presentations, impact analyses, modeling, costing, ad hoc data reporting, HRIS reviews and clean-up or other specialized data as needed.
• Leads and/or oversees the survey management process including survey selection, participation, results review.
• Responsible for project management of compensation programs, policies and processes.
• Creates, organizes, maintains and recommends improvements to job architecture/job family structure (globally). With direction, evaluates jobs for internal equity, external competitiveness and communicates evaluation results to appropriate people leaders.
• Conducts various annual pay reviews including producing metrics on percent in range, merit movement, position in range, payroll growth and other metrics and analyses as needed. Assists in the development of recommendations for new ranges and merit matrices as indicated by survey benchmarks.
• Identify processes, programs or capabilities that could benefit from automation or re-engineering.
• Keeps abreast of legislation, trends, advances and/or new technology and makes recommendations for changes and improvements.
• Maintains a working knowledge of federal and state legislation that may affect compensation policies.
• Participates in projects in support of strategic objectives and global reward initiatives, partnering with management and Global Human Resource Management Team to achieve results.
• Bachelor’s degree in Human Resources or related field or equivalent combination of education and/ or experience.
• A minimum of eight (8) to ten (10) years of progressively responsible compensation experience demonstrating extensive knowledge of compensation principles, techniques and practices.
• Previous experience supporting global compensation programs
• Knowledge of, and experience with, compensation principles and concepts, compensation analysis and consulting, including market pricing, compensation plan/structure design, job evaluation and grading, FLSA review.
• Strong planning, project management, organizational and communication skills; able to multi-task
• Attention to detail with high personal work standards
• Excellent analytical capabilities, experience with large data sets and interfacing between HRIS applications, solid financial and compensation modeling skills and ability to communicate persuasively with business partners to resolve highly complex problems.
• Demonstrated ability to evaluate, design and recommend market competitive programs aligned to organization strategy.
• Advanced Excel skills with ability to quickly create and modify complex reports, spreadsheets and databases
• Previous experience leveling positions for USAID, World Bank or other NGO hires strongly preferred
USP provides you with the benefits you need to protect yourself and your family today and tomorrow. From company-paid time off, comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial wellbeing are protected.
The U.S. Pharmacopeial Convention (USP) USP is an independent scientific organization that collaborates with the world's top experts in health and science to develop quality standards for medicines, dietary supplements, and food ingredients. USP brings together more than 1,100 talented professionals across five global locations to deliver its mission to strengthen the supply of safe quality medicines and supplements worldwide. USP is proud to be an equal employment opportunity employer (EEOE) and affirmative action employer. Employment selection and related decisions are made without regard to sex, race, age, disability, religion, national origin, color, veteran status, sexual orientation, gender identity or any other protected class. We are committed to working with and providing reasonable accommodation to individuals with disabilities. USP does not accept unsolicited resumes from 3rd party recruitment agencies and is not responsible for fees from recruiters or other agencies except under specific written agreement with USP.
The following COVID-19 provisions will apply to selected candidate(s) hired:
As a condition of employment with United States Pharmacopeial Convention’s (USP) duty to provide and maintain a workplace that is free of known hazards, all employees and contingent staff hired after July 1st, 2021 are required to be fully vaccinated unless a reasonable accommodation is approved. Your recruiter will advise accordingly.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Job Category Human Resources
Job Type Full-Time