Compensation Manager

We are looking for a hands-on Compensation Manager to run our compensation programs across the US and Canada. You will lead a team of three and partner closely with People Business Partners and other People Team workgroups, Finance, Payroll and business leaders to align compensation practices with organizational goals.

You will develop, implement and manage RB Global's compensation strategy and programs to attract, retain and motivate employees at all levels, including ownership of the annual merit, equity grant and incentive bonus programs. You will bring strong market research and analysis skills to keep our pay structures competitive, along with experience designing incentive programs. You will also play a lead role in building our job architecture and strengthening compensation governance and controls.

Global or multi-country compensation experience is a strong plus as we continue to scale.

Required Experience

- 7+ years of progressive compensation experience, including at least 2 years leading or mentoring others.
- Hands-on experience running annual merit and incentive cycles for a workforce in both the US and Canada.
- Strong market research, analysis and pricing skills with major survey providers (for example WTW, Mercer, and Radford).
- Demonstrated experience designing incentive programs, including annual bonus and equity or long-term incentive plans.
- Working knowledge of US and Canadian compensation regulation: FLSA and provincial exemption rules, pay transparency and pay equity laws.
- Advanced Excel and data analysis skills; experience with an HRIS compensation module (for example Workday).
- Outstanding communication, influencing, interpersonal, management, and conflict resolution skills, with credibility at the executive level.
- Strong project management, change management, and organizational skills, with the ability to implement best practice People policies and processes at scale.
- Flexibility and ability to adapt to a fast-paced culture, changes in the environment, and shifts in priorities.
- Travel requirement up to 10%.

Preferred Experience

- Experience supporting compensation outside North America (for example the UK, Europe, Australia or Asia-Pacific), including multi-country salary structures and market pricing.
- Experience building or rolling out a job architecture or leveling framework.
- Exposure to sales incentive plans or M&A integration.
- Experience in a publicly traded company, including support for proxy or Compensation Committee materials.

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