Logistics at full potential.

At GXO, we're constantly looking for talented individuals at all levelswho can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you'll have the support to excel at workand the resources to build a career you can be proud of.

The Manager of Compensation role is responsible for leading the development and execution of compensation strategies and programs to meet the organization's objectives. Responsibilities include providing guidance and expertise to the organization's Compensation, Human Resources and Leadership Teams. The role works independently and, in a team, setting. Develops and maintains relationships with stakeholders to ensure the efficient delivery of compensation services. Monitors and analyzes compensation trends and remain up to date on current laws and regulations related to compensation. Provides advice and support to internal customers on compensation-related matters. Must be able to bring a strong knowledge of compensation programs and practices, along with a deep understanding of the financial implications of pay decisions.

• Provide support to our IT Team Leadership Team, IT employees, and HR colleagues in the interpretation and administration of the GXO's compensation programs, policies, and procedures. Ensure compliance with state and federal laws governing compensation practices.
• Develop and administer all aspects of the compensation programs which includes base pay and incentive programs and policies to support assigned customer groups that are cost effective, consistent with market trends and organization objectives.
• Participate in regular benchmarking processes and analyze industry data to evaluate roles and determine competitiveness of salaries and total compensation by market; gather insights by researching and networking with other companies to keep abreast of best practices and trends in compensation.
• Building, maintaining, and continuously improving dashboards and analyses to enable measurement of incentive plan measures and efficient execution of incentive plans.
• Working closely with the Global Compensation Tam lead the end-to-end transformation of the Team's Compensation Platform
• Develops, maintains, and continuously enhances a robust pay structure that balances internal equity and external competitiveness. Ensures compliance with relevant labor laws and regulations while establishing fair and equitable compensation practices.
• Leads compensation programs including job analysis and evaluation to include job grading, salary structure design and review, conduct and oversee the various compensation surveys and studies to maintain the company's competitive position within the marketplace. Reviews requests for evaluations of revised job analysis and develop recommendations.
• Design and build compensation metrics, reports and tools to inform compensation program decisions and analyze business outcomes.
• Partner with HR and department leaders to provide appropriate guidance regarding pay decisions, policies, and job evaluations; administer the annual process for salary increases, including system setup, validating data, and distributing reports.
• Support the annual salary planning process, including the annual company budgeting process & the annual merit cycle. Lead and provide direct support to assigned customer groups.
• Actively participate in compensation related meetings with assigned functional leaders. Supports projects because of these meetings through internal or market analysis. Support compensation projects as they relate to broader HR initiatives.
• Manage participation in annual compensation surveys for Pay Factors, Aon | Radford, Willis Towers Watson, Mercer, and Economic Research Institute (ERI)
• Fosters a culture of transparency and fairness in compensation discussions.

• Bachelor's degree in human resources, business, or related field required, with a preference towards candidates with a master's degree and/or certification such as the PHR, SHRM-CP, or Certified Compensation Professional (CCP).5 years of HR management experience
• 5+ years of progressive experience in compensation management, including design and implementation of compensation strategies, both base pay regression modeling and incentive modeling and communications.
• Experience with Microsoft Office
• Advanced proficiency with Microsoft windows, including creating complex formulas in Excel
• Excellent communication skills, both oral and written.
• Ability to develop insightful, value-added, and actionable analyses with detailed explanations regarding drivers of the results; produce unambiguous, comprehensive, and accurate interpretations.
• Can identify, define, and analyze problems; use a problem-solving process; develop decision-making strategies; generate potential solutions.
• Maintain sophisticated financial and operational models using spreadsheets and database software.
• Ability to work cross-functionally and influence professional relationships and credibility throughout the organization.

• Demonstrated success resolving employee issues in an "open door" environment
• Bilingual English/Spanish
• Ability to provide management with proactive ideas on creating and maintaining a positive employee relations climate
• Solid organizational skills with the ability to handle multiple priorities
• Excellent written, verbal and interpersonal communication skills with the ability to work effectively at all levels in the organization.

• Learning, thinking, concentration, the ability to interact with others, the ability to exercise self-control, and the ability to work under stressful conditions, particularly in employee relations' situations are necessary.
• Must have the ability to make decisions and exercise discretion when necessary.