About the Role
The Senior Manager, Compensation & Benefits (Americas) owns compensation and benefits strategy, design, and governance across the region. This role sets pay structures, manages benefits programs, and ensures market competitiveness - aligned to both business objectives and the Group's global compensation architecture. This role partners closely with Payroll on execution but does not own payroll operations.
Key Responsibilities
Compensation Strategy & Governance
- Develop and own the Americas compensation strategy, aligned to the Group's global compensation philosophy
- Establish and maintain salary structures, job evaluation methodology, and grading frameworks, applying the Global Compensation COE's job architecture to ensure Americas roles map consistently to the global grade structure
- Lead annual compensation cycles - merit, bonus/variable pay planning, market adjustments, executive compensation analysis
- Conduct market benchmarking; recommend action on competitiveness and internal equity
- Own and evolve the region's pay practices and compensation philosophy
Benefits Administrator
- Design, administer, and continuously improve benefit programs (health, retirement/pension, wellness)
- Manage vendor relationships - insurance carriers, pension providers, consultants
- Lead annual benefits renewals and contract negotiations
- Ensure timely, effective employee communication on benefits and retirement programs
- Monitor benefit costs; recommend programs supporting wellbeing and retention
Governance & Compliance
- Ensure compensation and benefits programs comply with applicable US and Canada employment, pay equity, and benefits regulation
- Partner with Legal/Compliance on pay equity audits and regulatory filings
Systems, Data & Analytics
- Partner with HRIS to optimize systems supporting compensation and benefits administration
- Support relevant system implementations, upgrades, and integrations
- Develop dashboards and reporting on compensation, benefits cost, and workforce trends; deliver insights for workforce planning
- Maintain data integrity and governance across C&B systems
Cross-Functional Partnership
- Partner with Payroll leadership to ensure comp decisions translate cleanly into pay execution - shared calendar, clean handoffs, no gaps at the design/execution boundary
- Partner with Finance on budgeting and forecasting compensation and benefits costs
Qualifications
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field
- CCP, CEBS, or equivalent professional designation strongly preferred
- 8+ years of progressive compensation and benefits experience, including people leadership
- Demonstrated ownership of compensation frameworks and benefits programs across US and Canada (or broader Americas)
- Experience partnering with Payroll and Finance
- Experience with HRIS/comp systems in a complex, multi-entity organization. Familiarity with SAP Success Factor is a strong asset.
- Experience operating within a global compensation framework or COE model is a strong asset
Why join us
At Future Electronics, we mean it when we say we care about our employees. Our approach to employee wellness is holistic, which is why alongside competitive salaries, and premium health and dental benefits, corporate employees have access to:
- Onsite gym and fitness studio with scheduled group classes - think yoga, aerobics
- Telemedicine so you can get the care you need, when you need it, 24/7
- Group RRSP plan to take care of future you
- Subsidized employee cafeteria with delicious meals and snacks.
Future Electronics is taking a hybrid approach to work. We value collaboration and working together, which our offices facilitate, combined with working remotely.
Future Electronics is an equal opportunity employer.
