Compensation Manager

Overview

Manage US/Canada compensation programs, market analysis, and compliance.

Key Responsibilities

• compensation surveys
• job evaluation
• market analysis
• rewards management
• executive reporting
• compliance

Tasks

-Communication and training: Communicate effectively and train managers and employees on compensation policies and processes. -Trend Monitoring: Stay up-to-date with the latest trends and legislation in compensation to maintain the company's competitive positioning. -Job Evaluation: Oversee job evaluation processes to determine appropriate salary levels and classifications and maintain/update local pay grade structures. -Market Analysis: Coordinate and participate in compensation surveys to gather market data, analyze industry benchmarks, and ensure our compensation packages remain competitive. -Program Development: Design and manage competitive compensation programs, policies, and procedures that are aligned with organizational goals and support talent attraction and retention. -Annual Rewards processes: In close collaboration with the US HR team and business leaders, oversee and manage the annual compensation processes for salary, short-term and long-term incentive plans for US- as well as Canada-based employees and ensure accuracy of relevant compensation data. -Executive compensation and reporting: Ensure alignment of US executive compensation packages, oversee executive payroll and support annual reporting requirements. -Compliance: Ensure all compensation programs comply with federal, state, and local regulations. -Global Rewards projects: As a member of the Global Rewards team, support with global compensation related projects and processes. -Collaboration: Work closely with the US HR team, payroll and finance departments to forecast costs and impacts of compensation plans.

Requirements

• ccp
• sap/successfactors
• advanced excel
• hris
• 5+ years
• problem solving

What You Bring

-Confidentiality: Demonstrated ability to handle highly confidential and sensitive compensation data with discretion and integrity. -Problem-Solving: Ability to solve complex problems with minimal guidance. -Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. A Master’s degree is preferred. -Empathy: Strong interpersonal skills and the ability to build relationships at all levels of the organization. -Attention to Detail: High level of accuracy and attention to detail. -Adaptability: Ability to adapt to changing business needs and work effectively in a fast-paced environment. -Certifications: CCP (Certified Compensation Professional) or similar certification is highly desirable. -Skills: Strong analytical, communication, and negotiation skills, as well as project management and organization skills. Proficiency in HRIS and compensation analysis tools, ideally with experience in SAP/Successfactors, as well as advanced Excel skills. In-depth knowledge of federal, state, and local compensation laws and regulations. -Experience: Minimum of 5 years of relevant experience in compensation analysis, design and management, with strong knowledge of US compensation principles, practices and industry trends.

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About Landis+Gyr

-Founded in 1896 in Switzerland, it began manufacturing electricity meters and steadily expanded overseas by the 1920s. -By the 1980s it introduced digital meters, and through early 2000s acquisitions (Enermet, Hunt, Cellnet) became a global AMI leader. -After ownership by Toshiba and a 2017 IPO on the SIX Swiss Exchange, it now operates in over 30 countries. -Typical projects include deploying advanced metering infrastructure, grid‑edge intelligence, EV charging, water and street‑lighting networks. -They partner on grid modernization with utilities (electric, gas, water), offering smart meters, data analytics, and asset management platforms.

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