Compensation Manager II (NAM)
Company: APL Logistics
Posted on: January 7, 2021
Compensation Manager II (NAM) - (200000WG)
The position is responsible for managing compensation and data
analytics related matters for APLL NAM Region including job
evaluation, salary benchmarking, market wage data analysis, NAM HR
metrics reporting and working with/collaborating with NAM Benefits
to rollout NAM Region's Total Reward Strategy. In addition, the
position is responsible for managing expatriate / in-patriate
assignments and mobility & tax related activities for NAM
Key Result Areas
Individual performance measures (KPIs) required of the job that
align with company goals and ensure accountability for the delivery
of measurable results and clear linkage to the Performance
Management Process (PMP)
Key Performance Indicators (KPIs)
Result Measurement (Metric)
Lead/Participate Rollout of Global, Regional and Local C&B
Achieve timelines and milestone within assigned costs (if
Lead/Participate any internal & external audits in the operation of
any Regional and Local C&B reward recognition and benefits
programs e.g. sales incentive program
%/# issues identified and resolved
Educate and enforce relevant Global Reward policies and procedures
in NAM Region
%/# occurrences of policy breaches and/or non-compliances
Develop and recommend salary / wage review proposals (including
write ups) for management review and approval, including liaison
with external consultants (where necessary) to obtain relevant
Provide high level feedback within 24 hours on status of initial
request; with final resolution no longer than 3-5 business days
Key Accountabilities/Job Duties
KEY ACCOUNTABILITIES/JOB DUTIES
% OF TIME
- Compensation Advisory: Operate as an internal consultant to
provide broad-based compensation and policy guidance to HR business
partners and internal business partners. Provide accurate, relevant
and timely information and assistance while striving to maintain
the highest quality and customer service standards.
- Compensation Support: Prepare salary review proposals (and
mobility related costings) for NAM leadership review and approval,
including discussions with NAM HR team and external consultants to
obtain relevant costs / advisory
- Salary Analysis: Conduct market and internal analysis to
determine competiveness to market; assists HR business partners in
developing salary offers, conduct ad hoc analysis for business
- NAM HR Metrics: Work with NAM HR Team and NAM RVP to develop
and track relevant data sources for critical NAM specific HR KPIs
to provide insights and recommendations for better decision making
e.g. Turnover, FTE-Temp Conversions, Hot Spots for Wages, etc
- Tableau: Utilize Tableau platform to conduct data analysis on
NAM HR metrics including review/maintenance of regional level cut
of Global HR metrics for every period
- Job Evaluation and FLSA: Performs job evaluation and FLSA
exemption testing and communicates results to HR business partners
and internal business. Ensures job descriptions are appropriately
completed and recorded.
- Job Description / Role Profile Database: Work with HRMs / NAM
leaders to maintain database by ensuring all newly created or
revised job roles are updates and added.
- Annual Compensation Review (in alignment with GR): In
collaboration with HR business partners / HRMs, supports the
rollout of the annual salary and cash bonus plan reviews (including
employee/manager briefings and internal training to NAM HR
- Incentive Compensation: Manage sales incentive program
including training/education to participants on plan details and
- Tax Equalization: Work with Payroll function and external tax
vendors e.g. PWC to implement tax equalization payments, process
invoices including conduct of periodic audits
- Relocation: Work with NAM Benefits to develop/recommend
domestic and international relocation programs for relevant NAM
employees, Foreign Hires and International Assignees to the NAM
Region. This includes processing monthly invoices from relocation
vendor, verifying charges, processing employee reimbursements, and
fielding questions from HR business partners and employees.
STATEMENT OF OTHER DUTIES
This document represents the major duties, responsibilities, and
authorities of this job, and is not intended to be a complete list
of all tasks and functions. It should be understood, therefore,
that incumbents may be asked to perform job-related duties beyond
those explicitly described.
Typical problems and decisions required
What sorts of problems are typical for the job?
What decisions are required and what references/guidelines are
What decisions are required to be referred to supervisors?
Salary equity reviews
Evaluate employee/position/market and determine if total
compensation is internally equitable, externally competitive
Salary / job grade requests out of compliance with recommended
Inconsistent and or non-compliant compensation actions implemented
Analyze policy, review available data and seek out additional
information from a variety of sources
Review and input required when exception to standard policy is
requested (including providing recommendations with local
Corporate / Global data requests and reporting compliance
Determine and safeguard sharing of appropriate employee related
Review and input required when
Descriptive Quantitative Data
Budget size/ sales targets (US$)
(please provide data specific to the position and/or
Country/region/function where the position reports into)
Primarily NAM Region
Global (depending on scope of reward projects)
Education/Experience, skill sets, desired competencies;
- Bachelor's degree in Business
- 5 to 7 years' experience in compensation.
- 1 to 3 years incentive plan administration (including sales
- 1 to 3 years global assignment management and domestic
relocation administration preferred.
- Experience in financial modeling.
- CCP preferred.
- Strong oral and written communication skills.
- Ability to work well under pressure independently, perform and
manage multiple tasks simultaneously, meet deadlines, and be
- Strong analytical, decision making and problem solving
- Strong organizational and planning skills.
- Working knowledge of financial reporting systems and HRIS.
- Advanced knowledge of Microsoft Suite Products (MS Word, EXCEL,
PowerPoint, Access, etc.).
- Teamwork - showing a commitment to teamwork and
- Respect - extending dignity and respect to all people.
- Integrity - fostering trust and a positive work
- Innovation - bringing creativity to the workplace.
- Customer Focus - achieving Company, department, and personal
goals through a strong customer focus.
Primary Location: US-AZ-Scottsdale
Work Locations: USA Scottsdale CSC - APLL 17600 N. Perimeter Drive,
Suite # 150 Scottsdale 85255
Job: Human Resources
Organization: Human Resources
Job Type: Full-time
Job Posting: Nov 9, 2020, 11:51:39 AM
APL Logistics EEO statement:The company is committed to and
supports equal employment opportunity and affirmative action to all
employees and applicants for employment. Equal employment
opportunity means equal treatment of employees and applicants
without regard to the following legally-protected characteristics:
race, color, religion, creed, sex (gender identity), pregnancy
(including childbirth and related medical conditions), sexual
orientation, marital status, national origin, ancestry, age (40 and
over), medical condition, genetic information (including
characteristics and testing), veteran status, physical or mental
disability status or any other legally-protected status.
Keywords: APL Logistics, Scottsdale , Compensation Manager II (NAM), Accounting, Auditing , Scottsdale, Arizona
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