Compensation Manager - Chicago
2 days ago
Job description
At Forgent Power, we bring together over a century of industry expertise with the energy and innovation of a modern startup.
We design and manufacture advanced power and electrical systems that keep industries, communities, and people connected. Our legacy of craftsmanship and reliability meets a culture driven by curiosity, collaboration, and continuous improvement. We're building the future of power—with people who are passionate about their craft and inspired to make a difference.Position Summary:
Compensation is an important component of our Total Rewards strategy which drives performance, makes Forgent an employer of choice and empowers our employees to live their best lives.
You will be accountable to drive results by administering compensation programs including the year-end compensation cycle, long-term incentive and equity programs, and other program elements.
You will partner with Human Resources leadership, as well as internal teams in Finance, Legal, HR operations to address business needs, provide guidance and ensure successful outcomes.
Your primary duties & responsibilities will be:
Lead the administration of the year-end compensation cycle, which includes salary increases, corporate incentive bonus programs, and long-term incentives for our corporate employees.
Drive the administration of long-term incentive and equity programs and policies through collaboration and partnership with our Legal team, external vendors, and platform management.
Prepare materials for Compensation Committee meetings several times per year.Consult with Human Resource Business Partners on a regular basis, providing expert compensation guidance and recommendations.
Perform deep analysis on effectiveness and competitiveness of existing compensation programs and model alternatives for leadership consideration.
Conduct job evaluations using market data and internal evaluation and regularly analyze our market position.
Research and formulate recommendations on external and internal employment offers, job leveling, and internal equity adjustments.
We believe the successful candidate will need:
Minimum of 5 years of experience in Compensation
Bachelor's degree, ideally in finance, accounting or comparable discipline
Knowledge of human resources and compensation principles including knowledge of relevant Federal, State, Local laws/regulations relating to compensation
Experience in developing compensation structures and pay scales for corporate roles and functions; experience in developing manufacturing pay scales or hourly pay scales.
Expertise in financial analysis, statistical analysis, and modeling is required.Intellectual curiosity to think creatively, learn quickly, solve problems, and build efficient solutions.
Business and financial acumen
Strong proficiency with MS Office Suite (Excel, PowerPoint, and Word) and compensation management software such as Workday, PeopleSoft, PeopleFluent, UltiPro, or SuccessFactors
Experience implementing compensation software is preferred.
The ability to work in a fast-paced environment and manage competing priorities is essential.
Effective verbal and written communication skills
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