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Sr. Manager Global Compensation

Location: 

Providence, RI, US, 02903

Requisition ID:  5804

IGT is the global leader in gaming. We enable players to experience their favorite games across all channels and regulated segments, from Gaming Machines to Lotteries to Interactive. We have a well-established local presence and relationships with governments and regulators in more than 100 countries around the world, and create value by adhering to the highest standards of service, integrity, and responsibility. IGT has over 12,000 employees.

Overview

Senior Manager, Global Broad-Based Compensation

 

We are seeking an experienced global compensation leader for the Senior Manager, Global Broad-Based Compensation role in Total Rewards. The key responsibilities are guiding the design, strategy and all enhancements of employee broad-based compensation programs including but not limited to base pay, salary structures, job levels, budgets and recognition programs. The Senior Manager ensures the strategic alignment of compensation programs and plan designs with IGT’s Total Rewards Philosophy and Guiding Principles, business objectives and jurisdictional compliance. This position must work effectively with other global leaders within People & Transformation (P&T), Payroll, Finance, Corporate Development, and IT. From time to time, this position will present and facilitate senior executive leader presentations and discussions. This individual will report directly to the Senior Director Global Compensation and will oversee two direct reports. 

Responsibilities

•    Develop, implement, and communicate global broad-based compensation program design (e.g. base pay, recognition, retention and other rewards programs).
•    Design and maintain job family structure, including job leveling and job catalog.
•    Lead the gathering of insights on competitive pay levels and practices to determine global competitive position by labor market. 
•    Develop and update quantitative models to formulate recommendations and updates to the compensation structure.
•    Lead the development and completion of compensation reviews and recommendations related to merit / promo / equity increases. Support expatriates and cross-border transfers.
•    Work with the People Applications and Global People Services team to ensure that compensation and job profile requirements are satisfied, and data accurately reflects salary structures and variable programs.
•    Work with HRIS operations team to ensure SAP & HRIS system meets compensation needs through initial program implementation and ongoing updates to reflect changes to programs.
•    Design and build compensation metrics, reports and tools to facilitate compensation program decisions and analyze business outcomes. Produce ad hoc analyses with quick turnarounds.
•    Create materials to effectively communicate compensation plans, policies and practices to the People team, employees and managers.
•    Manage the administration of the Company’s innovative peer- and manager-initiated recognition program.
•    Ensure pay practices are compliant with US federal and state requirements (i.e. FLSA, minimum wage, overtime, etc) and requirements for each country in which we operate.
•    Lead the Company’s pay equity analysis, and necessary actions as appropriate.
•    Accountable for global compensation program design and analysis, while collaborating with global colleagues on strategic vision and implementation.
•    Oversee the maintenance of a comprehensive data library of market surveys, industry practices and competitive intelligence to support the Company’s pay position consistent with its Philosophy.
•    Provide effective leadership of staff to ensure key deliverables and projects are accomplished successfully, within budget and on-time. Foster positive engagement and work with team to develop skills and progress in their careers.
•    Work closely with P&T leadership and Executive Leadership in reviewing design changes, associated costs, analysis/impacts and implementation of plans.
•    Develop communications to effectively acquaint and train P&T colleagues and leaders on compensation practices and guidelines.
•    Manage a department budget including costs from a variety of salary survey vendors, consultants, and software providers.
•    Ensure that all compensation processes and procedures are consistent with the Company’s SOX requirements and are legally compliant with national and local compensation laws.
•    Monitor the effectiveness of the Company’s pay programs. Provide recommendations for changes or enhancements as needed through trend analysis, cost benefit analysis, key performance indicators and market intelligence.


All listed tasks and responsibilities are deemed as essential functions to this position; however, business conditions may require reasonable accommodations for additional tasks and responsibilities.
 

Qualifications

o    Business acumen and systems thinking; understands how talent enables businesses to grow and achieve goals.
o    Demonstrated experience leading a strategic compensation design function for a large global company. Proven experience in designing and implementing programs and processes tied to business objectives in global organizations. Must have advanced computer skills in Excel and PowerPoint.
o    Experience building models/providing analyses for large data sets in succinct summarized reporting. Ability to create accurate, validated exhibits to facilitate decision making.
o    Excellent written and verbal communication skills required. Must be able to translate complex concepts and problems into verbal and written presentations.
o    Significant experience working with HR technology, data interfaces, and reporting.
o    Self-motivated and ability to work well within a fast-paced environment with tight deadlines while maintaining impeccable attention to detail. 
o    Progressive thinker with a flexible, can-do, team-oriented approach.
o    Agile learner and proactive teacher.
o    Proven leadership skills guiding a team of compensation subject matter professionals through multiple priorities with a focus on action-oriented results.
o    Distinguished in establishing effective relationships with executive leaders, colleagues in Risk, Finance, HR operations and business partner teams. 
o    Respected for balancing strategic and operational tasks with strong organizational and time management skills. Must be able to manage risk and ambiguity, define scope, and manage multiple priorities and internal client expectations to meet objectives.
o    Adaptability to rapidly changing demands.
o    Regarded as an exceptional communicator and able to influence a broad and diverse range of stakeholders through effective relationships, verbal, and written communication. Ability to inspire action among a diverse population with multiple perspectives without direct authority.
o    Exceptional stakeholder management and consulting skills
o    Effective in managing complex projects across multi-disciplinary, matrix environments.
o    High emotional intelligence and demonstration of inclusive leadership behaviors 
o    Project management skills required to support program design and implementation across the globe. 
o    Advanced interpersonal skills to collaborate with all levels of the organization and operate across a diverse environment.
o    Experience with SAP SuccessFactors preferred.
o    Ability to travel as needed.

 

Education and Experience
•    A Bachelor’s Degree in Human Resources, Business, Liberal Arts, or a related field
•    10 – 15 years of experience or, an equivalent combination of education and experience sufficient to successfully perform the essential functions of the job such as those listed above.
•    5 – 10 years of people management leadership, in either a direct manager role of a function or program management role coordinating the tasks of multiple stakeholders.


Competencies: Effective Communication, Flawless Execution, Exercise Influence, Fostering Innovation, Vision & Strategic Thinking
 

Keys to Success

• Building collaborative relationships
• Decision making
• Drive results
• Foster innovation
• Personal energy
• Self-leadership

 

 

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IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve, creating a fair and inclusive culture that enables all our employees to feel valued, respected and engaged.  IGT is an equal opportunity employer. We provide equal opportunities without regard to sex, race, color, religion, age, national origin or ancestry, disability, veteran status, sexual orientation, genetic information, gender identity or expression, and any other personal attributes protected by federal, state, or other laws. We thank all applicants for applying; however, only those selected to interview will be contacted.
In addition to our competitive benefits package, we offer employees a 401(k) Savings Plan with Company contributions, tuition reimbursement, and free identity theft insurance.

 


Nearest Major Market: Providence
Nearest Secondary Market: Rhode Island