Manager Compensation

The Home Depot; Atlanta (GA); On-site; USD 90,000 - 130,000; Full time

Job summary

The Home Depot is seeking a compensation leader to design and drive programs across multiple organizations, including base pay, incentive pay and equity. The role partners with HR and business partners to inform decisions and optimize compensation strategies.

Responsibilities include evaluating programs, guiding analysts, and supporting leaders with ad hoc compensation needs. Travel may be required.

Qualifications

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Responsibilities

• Utilizes analytical skills to evaluate, develop and optimize compensation programs and policies.
• Manages and oversees analysts and senior analysts.
• Partners with HR and operational business partners to support ad hoc compensation needs.

Skills

Analytical thinking

Project leadership

Cross-functional partnering

People management

Business acumen

Communication

Education

Bachelor's degree

Job description

Position Purpose

Responsible for managing the compensation function for multiple organizations, or managing multiple functions within compensation. Designs, implements, communicates, and drives compensation programs such as base pay, incentive pay, and equity programs, which may include exeuctive compensation, to provide a competitive level of pay, motivation, and reward to employees. May consult with HR clients or business partners to assist with compensation decisions or issues.

Req184789

Position Purpose

Responsible for managing the compensation function for multiple organizations, or managing multiple functions within compensation. Designs, implements, communicates, and drives compensation programs such as base pay, incentive pay, and equity programs, which may include exeuctive compensation, to provide a competitive level of pay, motivation, and reward to employees. May consult with HR clients or business partners to assist with compensation decisions or issues.

Key Responsibilities

• (50%) Utilizes highly developed analytical skills to evaluate, develop and optimize compensation programs, and opportunities. Develops recommendations to business partners and leadership to approve and implement programs and process enhancements. These may include, but are not limited to executive programs, wage rates and policy, incentive design structures, acquisition integration, etc.
• (30%) Either through direct or indirect reporting relationship, manages and oversees the work of Analyst or Sr. Analyst associates.
• (20%) Partners with HR and operational business partners to support them with ad hoc requests and specific compensation needs of their organization.

Direct Manager/Direct Reports

• Accountable for direct supervision of the work activities of others. Planning, monitoring and reviewing work of subordinates is required. This may include direct supervision of a shift or the coordination of multiple work groups. Makes recommendations concerning selection, termination, performance appraisal and professional development.

Travel Requirements

• Typically requires overnight travel 5% to 20% of the time.

Physical Requirements

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

Preferred Qualifications

• No additional qualifications

Minimum Education

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Preferred Education

• No additional education

Minimum Years Of Work Experience

• 4

Preferred Years Of Work Experience

• No additional years of experience

Minimum Leadership Experience

• None

Preferred Leadership Experience

• None

Certifications

• None

Competencies

• Advanced Analytical & Problem Solving Skills (Both Technical and General Business-Related).
• Superior Project & Process Leadership Skills
• Effective Cross-Functional Business Partnering Skills
• People Management, Coaching and/or Team Member Development Skills
• Strong Business Acumen
• - Advanced Communication Skills (Written & Verbal)