Emburse is hiring a
Manager of Global Compensation

Summary

The Global Compensation Manager at Emburse is responsible for strategic planning, design, and implementation of a comprehensive compensation strategy. The role involves developing, managing, and implementing various compensation programs and activities including base pay, incentive pay, and equity-related programs.

Responsibilities

• Drive a global compensation strategy that supports Emburse’s strategic business plan
• Develop and administer a base pay structure that leverages market data and ensure that Emburse is positioned competitively from a base salary perspective
• Lead the development, implementation, management, and administration of compensation programs, policies, and procedures and ensure they are current, competitive, and in compliance with legal requirements
• Develop and manage variable pay programs designed to drive performance and align compensation with company philosophy – this includes the annual bonus program as well as ancillary plans in the customer success team
• Analyze internal and external salary statistics, including survey results, to provide recommendations and strategies for changes to salary grades and for the classification of new jobs
• Stay current with market trends and ensure compliance with local, state, and federal regulations as it relates to compensation
• Stay current with global pay trends and ensure compliance with all regulations as they pertain to Emburse’s international offices
• Work collaboratively with administrative functions to build support of compensation processes within the framework
• Consult with hiring managers and the talent acquisition team to confirm competitive pay packages and perform additional market analyses as required
• Prepare compensation recommendations for new positions and promotions supported by internal equity, pay guidelines, and external competitive benchmarks
• Analyze and present to functional leaders’ compensation themes and pay gaps for their respective teams
• Conduct pay equity analyses annually and present findings to executive leadership
• Leverage market data and portfolio company intelligence to recommend annual merit budgets
• Complete audits to check the integrity of the compensation data
• Fulfill all reporting requirements of all relevant government rules and regulations, including internationally
• Develop and maintain relationships with compensation vendors, consultants, and third-party administrators to ensure they comply with contract terms and conditions and leverage them to continue to offer high-quality programs and maintain market competitiveness
• Ensure data in all HRIS systems is accurate, including base salary, bonus targets, and equity
• Administer the equity process including providing equity agreements to new hires, updating the equity management system, and ensuring approvals for equity have been received
• Develop and administer an annual equity review process based on job level and target