Compensation Manager - Medina, MN
Msccn
At Polaris Inc., we have fun doing what we love by driving change and innovation. We empower employees to take on challenging assignments and roles with an elevated level of responsibility in our agile working environment. Our people make us who we are, and we create incredible products and experiences that empower us to THINK OUTSIDE.
The Compensation Manager plays a key role in carrying out the strategy and vision of Polaris’ compensation philosophy and supporting our evolving business needs. Responsibilities include design, consultation, and administration of broad-based compensation programs for US and international locations. The position drives annual compensation processes including compensation planning and market pricing, in addition to special projects throughout the year. This role provides global support, guidance, and analytics on total compensation packages that help Polaris attract, retain, motivate and reward the talent needed to carry out its strategic agenda. By working closely with the business, staying apprised of new and evolving total rewards and compensation market trends, the Compensation Manager develops viable solutions for Polaris to remain competitive and compliant in all pay practices.
JOB DUTIES/RESPONSIBILITIES:
Compensation Consultation:
• Establish relationships within HR & the business and leverage resources to develop and implement practical compensation solutions aligned to the strategic priorities of the business, as well as provide consultation on industry best practices
• Monitor trends in the competitive market and ensure both design and pay level opportunities allow the attraction and retention of high performers/key talent
• Provide advice and support to HR Business Partners on questions of policy and interpretation of plans
• Maintain strong pulse check on client groups’ needs, anticipate issues and provide suggestions proactively
Lead Annual Compensation Processes:
• Lead the execution of annual compensation planning (merit, bonus and equity) and market pricing processes
• Steer the company stock plan administration and ESPP programs
• Contribute to compensation dashboard development, automation and process improvements to provide accurate information to stakeholders in a timely and efficient manner
• Collaborate with the HRIS team on systems, requirements, tools and reports
Special Projects as assigned:
• Global, cross-functional, rewards and HR related projects that are broad in scope and may require learning-on-the-fly
Additional Qualifications/Responsibilities
MINIMUM EDUCATION REQUIRED:
• B.A. /B.S. in Human Resources, Finance, Business, Economics, Mathematics, Accounting, etc.
• Certificate from WorldatWork in Certified Compensation Professional, Executive Compensation, Benefits, Compensation a plus
MINIMUM WORK EXPERIENCE REQUIRED
• 10+ years of progressive compensation experience in rapidly changing environments.
• Manufacturing experience desired
• International experience a plus
SPECIALIZED KNOWLEDGE/SKILLS/ABILITIES REQUIRED:
• Excellent problem solving and analytical skills and preparation of executive-ready presentation materials
• Detail-oriented and accountable project management approach
• Strong consultative skills in developing innovative or customized solutions in dynamic settings
• Outstanding interpersonal skills and the ability to build solid relationships
• Ability to understand issues with empathy and communicate solutions with clarity
• Continuous improvement mindset with a track record in process enhancement
• Highly organized, takes initiative and able to work both independently and collaboratively
• Ability to see the big picture and ensure close attention to detail and relentless focus on accuracy
• Acting with a sense of urgency and timeliness; passionate about setting high quality standards
• Advanced proficiency of Excel, Power Point, Word required
• Experience working with Human Resources Management Systems; Workday a plus
The pay range for Minnesota is $106,800 to $137,000 per year. Individual salaries are determined through a wide variety of factors including but not limited to education, experience, knowledge, skills, and geography.