Manager, Compensation

Whirlpool, Inc.; Apodaca; Presencial; MXN 1.679.000 - 2.425.000; Jornada completa

Descripción de la vacante

Whirlpool Corporation is seeking a Compensation Manager to lead the total compensation strategy across the North American region. You will design base salary structures, salary bands, and incentive schemes while overseeing merit cycles and market pricing initiatives.

You will collaborate with Talent Acquisition, HRBPs, Payroll, Finance, and IT to streamline compensation workflows, perform benchmarking with Mercer, Willis Towers Watson, Korn Ferry, and Hay Group, and ensure governance and

Formación

• Bachelor’s degree in a related field.
• MBA or global management focus preferred.
• Certification in compensation is a plus.

Responsabilidades

• Design and maintain base pay structures and salary bands for NA markets.
• Lead merit cycles, market adjustments, and bonus calculations.
• Perform job evaluations and pay equity analyses.
• Partner with TA, HRBPs, Payroll, Finance, and IT to optimize processes.

Conocimientos

Compensation management

Market data & benchmarking

Financial & data analysis

Business English

Educación

Bachelor's degree in Industrial Engineering / Business Administration / Finance / Human Resources

MBA or Master’s degree in Global Management or Strategy

Herramientas

Microsoft Excel

Descripción del empleo

About Whirlpool Corporation

Whirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life at home. As the only major U.S.-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, KitchenAid, JennAir, Maytag, Amana, Brastemp, Consul, and InSinkErator. In 2025, the company reported approximately $16 billion in annual net sales - close to 90% of which were in the Americas - 41,000 employees, and 35 manufacturing and technology research centers. Additional information about the company can be found at WhirlpoolCorp.com.

The team you will be a part of

The Compensation team is responsible for the analysis and implementation of compensation policies and procedures which are consistent with the organization's overall reward strategy. Develops implements and administers compensation such as salaries, short- and long-term incentives, job evaluations, salary increases and salary surveys.

This role in summary

The Compensation Manager will lead, design, and execute the total compensation strategy across the North American region .This role is responsible for driving compensation competitiveness, market alignment, and internal equity to attract and retain top talent. The position oversees base salary structures, short- and long-term variable incentives, merit review cycles, labor cost budgeting, and organizational architecture optimization (job families, spans of control, and headcount sizing).

Your responsibilities will include

1. Compensation Strategy & Governance

• Design, implement, and maintain base pay structures, salary bands, and variable incentive schemes (annual performance bonuses, sales incentives, and operational pay structures) tailored to North American markets.
• Lead annual merit increase cycles, market adjustment reviews, and annual bonus payout calculations across North American entities.
• Conduct annual market pricing and salary survey participations (Mercer, Willis Towers Watson, Korn Ferry, Hay Group) to monitor market trends and maintain competitive positioning in North America.
• Ensure compensation policies, guidelines, and governance models align with regional legal requirements and business strategy.

2. Organizational Architecture & Consulting Projects

• Lead and support organizational design initiatives in partnership with top-tier management consultancies, focusing on job architecture redesign, role definitions, spans of control optimization, and headcount right-sizing.
• Standardize and integrate compensation structures during regional alignment initiatives.
• Perform job evaluations, position benchmarking, and pay equity analyses across white-collar and blue-collar employee groups.

3. Compensation Technology & Process Optimization SF

• Partner cross-functionally with Talent Acquisition, HR Business Partners (HRBPs), Payroll, Finance, and IT to streamline hiring compensation workflows, promotion processes, and continuous improvement (CI) initiatives.

4. Labor Cost Budgeting & Analytics

• Oversee labor cost budgeting, forecasting, and bonus accrual/payment modeling for white-collar and blue-collar workforces across North America.
• Build metrics, compensation analytics dashboards, and executive reports to support data-driven decision-making.

Minimum requirements

• Bachelor’s Degree: Industrial Engineering, Business Administration, Finance, Human Resources, or related fields.
• Master’s Degree: MBA or Master’s degree with a focus on Global Management or Strategy is preferred.
• Certifications: Certified Compensation Professional or specialized postgraduate studies in Compensation Management is a plus.

Preferred skills and experiences

• 7+ years of progressive experience in Compensation Management within multinational organizations.

Technical Skills & Systems

• Market Data & Benchmarking: Deep knowledge of compensation survey methodologies (Mercer, WTW, Korn Ferry, Hay Group).
• Financial & Data Analysis: Expert-level Microsoft Excel skills and analytical capabilities for complex labor cost modeling.
• Languages: Fully fluent / Business English.

Core Competencies

• Strategic Financial Acumen & Analytical Thinking.
• Cross-functional Leadership & Project Management.
• Stakeholder Management & Executive Communication.
• Change Management & Process Optimization.

Connect with us and learn more about Whirlpool Corporation

See what it's like to work at Whirlpool by visiting Whirlpool Careers. Additional information about the company can be found on Facebook, Twitter, LinkedIn, Instagram and YouTube.

Whirlpool Corporation is committed to equal employment opportunity and prohibits any discrimination on the basis of race or ethnicity, religion, sex, pregnancy, gender expression or identity, sexual orientation, age, physical or mental disability, veteran status, or any other category protected by applicable law.