The Compensation Manager will develop and deliver compensation programs within the Americas Region that maximize competitive advantage through Clarks people, in alignment with the
Global Business Strategy. They will provide regional support and expertise to teams on the use of policy, strategy, and frameworks within the overall Global Reward Strategy.
What You’ll be Doing:
- Collaborate with the global compensation community to inform and deliver the regional compensation strategy to maximize return from our investment in people.
- Advise regional HR colleagues and business managers on pay related matters.
- Design and develop innovative compensation initiatives which support the future strategic and tactical objectives of the business, through provision of recommendations based on analysis, insight and thought leadership from a range of internal and external sources, to inform design and measure impact.
- Oversee pay benchmarking processes geography-wide, assess regional practice to ensure Clarks position in the marketplace is maintained in line with agreed pay principles and advise where inconsistency exists.
- Oversee the accurate development of the annual pay ranges across the region, ensuring they relate to external market trends and internal organizational demands and priorities.
- Consolidate recommendations for the annual pay review from across the region, ensuring financial impact is accurately costed and that awards are budgeted, adhere to any legislative requirements, and reflect market trends and key economic factors. Ensure tools, templates, and communications are available for the effective delivery of the annual pay review for all Clarks employees.
- Manage job analysis and evaluation of job descriptions to determine appropriate grade, pay range, incentive eligibility, and role classifications under local laws/regulations.
- Monitor legislative updates to ensure company remains compliant in its pay practices.
- Manage and oversee appropriate governance of compensation approaches, including management of the exceptions/off-cycle process for non-standard compensation interventions, seeking approval from decision-makers where required.
- Develop external network of contacts with other organizations, and source geographical data sources to gather insight on competitors to inform future reward activity – share insights with regions/ group functions.
- Lead various parts of a critical project to deliver a brand-new Career Framework in 2024. This will require working with key global stakeholders and collaborate across all business functions and geographies.
What You’ll Bring with You:
- Bachelor’s degree in business or human resources preferred.
- Certified Compensation Professional (CCP) certificate through World at Work
- Strong Excel skills for compensation data analytics and cost modelling
- Ability to use data, analytic approaches, and insight to inform reward program design and evaluate effectiveness.
- A curious, self-motivated individual up to date on reward trends and best practices.
- Knowledge of legislation, Total Rewards, and broader HR processes and ways of working
- Job design and job evaluation methodologies
- Able to build an effective, commercial business case with costs and benefits identified.
- Ability to facilitate a matrix group of stakeholders and/or complex projects to a successful outcome (workshops, steering groups)
- Strong interpersonal and communication skills (able to influence and persuade, build relationships, solve problems, and analyse issues)
- Strong stakeholder management ability, gaining buy in and commitment to projects and plans.
- Experienced in solving problems and creating mitigation strategies to ensure successful outcomes.
- Successfully manage a range of global reward programs in collaboration with others, including 3rd party providers.
Clarks, based in Somerset, England, has been at the forefront of innovative shoemaking since its foundation in 1825, when brothers James and Cyrus Clark made a slipper from sheepskin off-cuts. At the time it was ground-breaking: a combination of invention and craftsmanship that has remained at the heart of what the brand does now. In the Clarks archive of more than 22,000 pairs are shoes that have sparked revolutions and defined generations. From the original Clarks Desert Boot, first designed by Nathan Clark and launched in 1950, to the iconic Wallabee, each design has an instantly recognizable signature that makes it unmistakably Clarks.
This season, we’re proud to introduce the Clarks Collective: five incredible activists championing authentic social change. From mental health awareness and LGBTQ+ rights to greater racial equality, these trailblazers are committed to creating a brighter future for us all – bringing to life Clarks’ new global campaign, For the World Ahead. Through spotlighting their stories and supporting their chosen charities and initiatives, we’re ready to lead the way. After all, we’re originators, not imitators. It’s who we are, who we’ve always been. And to change the world of tomorrow, we’re doing things differently today.
Clarks International believes that the principle of equality of opportunity is fundamental to the company's operations. Our long-held aim is to provide just and fair treatment for all employees. We will not discriminate on the grounds of sex, age, disability, marital status, color, race, religion, ethnic origin, sexual orientation or gender reassignment.