MD-Comp

FedEx Freight; Southwind (TN); Remote; USD 143,000 - 286,000; Full time

Job summary

FedEx Freight seeks a senior Compensation leader to design, govern, and optimize company-wide compensation programs. You will lead a team of compensation professionals and collaborate with HR, Finance, and senior leadership to align strategies with business objectives and regulatory requirements.

The role requires strategic input into executive and sales compensation, survey participation, and benchmarking.

Qualifications

• Bachelor’s degree in HR, business, finance or related field.
• Ten years in compensation with at least 3 years in a leadership role.
• Deep knowledge of compensation principles, regulatory requirements, and market trends.

Responsibilities

• Develop and implement competitive compensation strategies, including base salary structures, incentive plans, and pay policies.
• Lead the design of short-term and long-term incentive programs aligned with business goals and market practices.
• Provide strategic input into executive and sales compensation frameworks.
• Oversee administration of compensation programs including merit cycles, promotions, allowances, and deferred compensation.
• Ensure compliant and consistent application of compensation policies across the organization.

Skills

Compensation strategy

Executive compensation

Analytical skills

Cross-functional collaboration

Project management

Education

Bachelor's degree in HR/Business/Finance

Master’s degree or CCP certification preferred

Tools

HRIS

Job description

While this is a remote position, the successful candidate must reside within 50 miles of a FedEx Freight location within the continental US.

POSITION OVERVIEW

Responsible for the design, execution, and governance of compensation programs across the organization. Ensures that compensation strategies align with business objectives, support talent acquisition and retention, and comply with regulatory requirements. Lead a team of compensation professionals and collaborate closely with HR Business Partners, Talent Acquisition, Finance, and senior leadership.

ESSENTIAL FUNCTIONS

• Develop and implement competitive compensation strategies, including base salary structures, incentive plans, and pay policies.
• Lead the design of short-term and long-term incentive programs aligned with business goals and market practices.
• Provide strategic input into executive and sales compensation frameworks.
• Oversee administration of compensation programs including merit cycles, promotions, allowances, and deferred compensation.
• Ensure consistent application of compensation policies across the organization.
• Partner with Finance and Legal to ensure compliance and fiscal responsibility.
• Lead job evaluation and classification processes to ensure internal equity and external competitiveness.
• Manage participation in compensation surveys and benchmarking studies.
• Analyze compensation data to identify trends, risks, and opportunities for improvement.
• Develop and deliver clear communication materials to HR and business leaders regarding compensation programs and policies.
• Provide consultative support to HR Business Partners and leaders on compensation decisions and strategy.
• Manage external consultants and vendors supporting compensation program design and benchmarking.
• Collaborate with internal stakeholders to ensure alignment and integration of compensation with broader HR and business strategies.
• Comply with all applicable laws/regulations, as well as company policies/procedures.
• Perform other duties as assigned.

MINIMUM EDUCATION

Bachelor’s degree in Human Resources, Business, Finance, or related field; Master’s degree or CCP certification preferred.

MINIMUM EXPERIENCE

Ten (10) years of progressive experience in compensation, with at least 3 years in a leadership role.

KNOWLEDGE, SKILLS AND ABILITIES

Deep knowledge of compensation principles, regulatory requirements, and market trends.
Strong analytical, communication, and project management skills.
Proven ability to influence and collaborate across functions and levels.

JOB CONDITIONS

Some travel required.

Pay Transparency:

The compensation listed reflects the pay range or rate of pay reasonably expected for this posted position at the posted location(s). If this opportunity includes multiple job levels, the pay information represents the minimum and maximum range for all levels. Actual pay is determined by job-related factors permitted by law and relevant to the position, such as experience, tenure, market level, pay at the location for this job, performance, schedule, and work assignment. Eligible employees offered health, vision, dental, life, AD&D, STD and LTD insurance, employee assistance program, personal/sick paid time, 401(k) retirement savings plan, bonus potential, tuition reimbursement, adoption assistance, 2 weeks paid parental leave, paid bereavement, employee discounts, 6.67–13.34 hours vacation per month based on service time, 8 paid holidays.

Pay Range: $143,100.00 - $286,200.00

Colorado Pay Ranges: Colorado Springs, Grand Junction $143,100.00 - $286,200.00; Henderson, Mead $143,100.00 - $286,200.00; Gypsum $143,100.00 - $286,200.00

Illinois Pay Ranges: Effingham, Kankakee, Lincoln, Quincy, Rockford, Aurora $143,100.00 - $286,200.00; Bolingbrook, Chicago Heights, Des Plaines, Elmhurst, Forest View, Joliet, Schaumburg, Summit-Argo, Zion $143,100.00 - $286,200.00

New York Pay Ranges: Plattsburgh, Buffalo, Watertown, North Chili, East Syracuse, Nichols $143,100.00 - $286,200.00; Bethpage, Montgomery, West Babylon $143,100.00 - $286,200.00

New Jersey Job Postings: $143,100.00 - $214,650.00

This compensation range is a reasonable estimate of the current starting pay range in NJ. If this opportunity includes multiple job levels, the range is a reasonable estimate of the current starting salary for the lowest level to the current starting salary of the highest level. Actual starting pay is determined by experience relative to the job, market level, specific location and other job-related factors permitted by law. Regular full & part-time employees (who complete 91 days of employment and work a minimum average of 12 hours per week) are eligible to enroll in medical, dental, and/or vision coverage, tuition reimbursement. Full/part-time employees who are age 21 are eligible for 401(k) after one month of employment.

EST FedEx Freight, IncFedEx Freight is an Equal Opportunity Employer, including disabled and veterans. If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please e-mail at [e-mail]. FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.