Sr. Manager, Global Compensation for Strategic Projects and Project Management

Fluor Corporation; Irving (TX); On-site; USD 120,000 - 223,000; Full time

Job summary

Fluor Corporation is seeking a Senior Compensation & Project Manager to drive enterprise-wide pay program designs and scaling across global business segments. This hybrid role partners with Global Compensation, HRBPs, HRIS, and executive teams to deliver end-to-end compensation initiatives.

The position combines analytical compensation expertise with rigorous project management, owning high-priority programs, developing dashboards, and delivering data-driven insights for leadership.

Qualifications

• 8 years of progressive experience in compensation, including program design and business partnering.
• 3+ years driving multi‑stakeholder, cross‑functional programs end to end with strong PM skills.
• Track record of building processes, playbooks, or program infrastructure from scratch.

Responsibilities

• Leads enterprise-wide projects across segments and geographies (pay program redesign, process improvement, etc.).
• Supports Global Compensation Team with project management to improve execution of initiatives.
• Manages the Project Status Tracker and develops reporting for senior leadership.

Skills

Compensation design

Project management

Excel & modeling

Stakeholder communication

Global compensation programs

Data-driven insights

HRIS / SuccessFactors

Change management

Confidential information handling

Tools

SuccessFactors/HRIS

Job description

At Fluor, we are proud to design and build projects and careers. We are committed to fostering a welcoming and collaborative work environment that encourages big-picture thinking, brings out the best in our employees, and helps us develop innovative solutions that contribute to building a better world together. If this sounds like a culture you would like to work in, you’re invited to apply for this role.

Job Description

Summary

The Senior Compensation & Project Manager is a hybrid role responsible for strategic, enterprise-wide projects (designing, modeling, and scaling global compensation programs across all business segments globally), as well as coordinating the project management needs for the Global Compensation Team. This role requires a balance of analytical compensation expertise and rigorous project management. You will serve as the strategic engine driving the end-to-end execution of pay program redesigns, compensation cycle improvement initiatives and other key deliverables. The position combines strategic thinking with hands‑on execution, requiring expertise in compensation operations, analytics, and program management.

A core success component to this role is owning high-priority projects and programs end to end. You'll work closely with your Global Compensation and Executive Compensation teammates, as well as HRBPs, HRIS and other internal stakeholders, building expertise in how these programs work and what it takes to land them well. You will identify dependencies early, proactively surface and mitigate risks, and keep complex, multi‑stakeholder work moving toward clear outcomes. This is a high-level individual contributor role for someone who brings both rigor and judgment to every project they own.

Basic Job Requirements

Principal Job Duties & Responsibilities

• Leads and performs assigned enterprise‑wide projects which span across business segments and geographies (such projects may include pay program redesign efforts, process improvement initiatives, support of compensation strategy development and analysis, etc.).
• Supports Global Compensation Team with project management techniques to drive improved execution across a portfolio of initiatives, ensuring that the organization is coordinated and on track to meet delivery of key solutions for the business.
• Administers the Project Status Tracker and develops reporting for senior leadership.
• Owns and delivers on various value‑added projects as assigned.
• Develops dashboards which provide insights into talent management trends, pay competitiveness, labor market staffing dynamics, etc. to meet business needs and people‑related objectives.
• Performs benchmarking and analysis to provide organizational compensation‑related insights and recommendations for future actions.
• Participates in the Year‑End Compensation Planning Cycle, both from an execution and process improvement standpoint.
• Works with the Global Compensation Team to drive towards best practices and consistent approaches and formats for supporting the various business segment customers.

Working Conditions

Indoor office workspace at the Irving, Texas headquarters.

Preferred Qualifications

• 8 years of progressive experience in compensation, including program design and business partnering
• At least 3 years driving multi‑stakeholder, cross‑functional programs end to end, exercising strong project management skills (ideally at a scaling or global company)
• A track record of building from scratch: you've created processes, playbooks, or program infrastructure where none existed before, not just improved what was already in place
• Excellent written communication: you can produce an executive update, a stakeholder decision memo, and a practitioner playbook with equal fluency
• Strong foundation in global compensation programs, including multiple pay components (base pay and incentives)
• Proven ability to communicate complex compensation topics clearly and confidently to senior leadership, influencing decisions through data‑driven insights
• Advanced Excel and analytical modeling skills to drive timely and high‑quality delivery of insights
• Strong business and financial acumen, with the ability to connect compensation strategy to Fluor’s business model and broader organizational goals
• Experience leading global compensation processes (e.g., annual cycles) across multiple stakeholder groups with a global mindset
• Advanced analytical skills, including compensation benchmarking, modeling, and insights generation
• Experience with SuccessFactors or similar HRIS/compensation platforms
• Track record of implementing compensation systems or tools and leading associated change management efforts, including process redesign and stakeholder enablement
• Demonstrated ability to handle confidential information with total discretion
• Self‑starter with track record of proactively identifying and solving complex challenges

We are an equal opportunity employer. All qualified individuals will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, genetic information, or any other criteria protected by governing law.

Benefits Statement

Fluor is proud to offer a comprehensive benefits package designed to promote employee health, wellness, and financial security. Our offerings include medical, dental and vision plans, EAP, disability coverage, life insurance, AD&DD, voluntary benefit plans, 401(k) with a company match, paid time off (personal, bereavement, sick, holidays) for salaried employees, paid sick leave per state requirement for craft employees, parental leave, and training and development courses.

Market Rate Statement

The market rate for the role is typically at the mid-point of the salary range; however, variations in final salary are determined by additional factors such as the candidate’s qualifications, relevant years of experience, geographic location, internal pay equity, and prevailing market conditions for the specific role.

Notice to Candidates

Background checks are carried out as part of any conditional offer made, including (but not limited to & role dependent) education, professional registration, employment, references, passport verifications and Global Watchlist screening.

To be Considered Candidates

Must be authorized to work in the country where the position is located.

Salary Range: $119,500.00 - $222,500.00