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Sales Compensation Manager - DOC

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					Compensation Manager

Our greater Cincinnati client is a national, $750 million company in the healthcare/health services
industry. They are currently spinning off from their parent company to form a standalone entity, a
workforce composed of over 3500 union and non-union, salaried and hourly, professional and technical
workers in manufacturing locations throughout the United States. This has resulted in a unique
opportunity in compensation, benefits, and HRIS at the new company. The new entity is seeking a
Compensation Manager to develop and drive a compensation strategy that supports the overall
business strategy. The Manager will report to the Director of Compensation, Benefits, and HRIS.

The role will be strategic as well as execution oriented in nature. The Compensation Manager will be
responsible for managing and setting the strategy for a number of different compensation strategies
including executive compensation, sales compensation, hourly compensation plans, and the related
performance management systems. The Manager will be responsible for the entire job evaluation and
compensation market pricing process for all hourly, non exempt and exempt level positions to include
job evaluations, job analysis, and interpreting market surveys. This person will partner with the Director
of Compensation and Benefits to set the executive compensation structure for the new company. They
will manage the equity administration program, the sales compensation programs, and other
compensation related programs. Finally, there is an existing HRIS system in place; the Compensation
manager will be proficient in database reporting and interface with payroll as needed.

The ideal candidate will have the following background and experiences:
     A bachelors degree in business, 7+ years work experience in compensation, payroll and/or
        finance
     Worked in a manufacturing environment that included union, non union, hourly, and salaried
        employees
     A breadth of compensation plan experience—work designing executive compensation programs
        highly preferred
     HRIS systems, payroll exposure
     CCP desirable

Base salary for this exciting opportunity ranges from $90,000 to $110,000 plus bonus potential up to
20%. A generous relocation package is offered if needed.



Contact Marci Lauber at mlauber@baldwingilman.com if interested.

				
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