manager of compensation

Asante

<div><div><div>Req #: 23842 
Entity: Asante Corporate 
Location: Medford OR 
Department: Corporate Finance 
Shift: Primarily Mon - Fri / 8AM - 5PM 
Union Position: No 
FTE: 1.000000 
Schedule: Full Time 
Salary: $56.10 - $77.14 depending on qualifications</div><div><div> 
</div></div></div><div>Description
Additional Position Details: FTE: 1.000000 | Full Time | Primarily Mon - Fri / 8AM - 5PM, Remote options available
Salary: Starting salary of $116,688-$160,457.44, DOE
External candidates may be eligible for Relocation Assistance!
Position Summary
The Manager of Provider Compensation is responsible for planning, organizing, and supervising the development and administration of provider compensation models and practices across the health system, including employed and independent providers. This role ensures compensation structures are aligned with strategic goals, compliant with regulatory standards, and competitive within the market. The manager collaborates with leadership, operations, recruiting, HR, legal, compliance, and contracting teams to implement and assess compensation strategies. This position also oversees the documentation and management of fair market value and commercial reasonableness for all provider compensation arrangements.
Position Qualifications
Experience
<ul><li>5 years of progressively responsible experience in finance, compensation, or a related field, including supervisory or lead experience, required</li></ul>
Education
<ul><li>Bachelor&rsquo;s degree in finance, business administration, healthcare administration, or related field, required</li><li>
Master&rsquo;s degree in business or healthcare administration, preferred</li></ul>
Certification/Licensure
<ul><li>Certified Compensation Professional (CCP), preferred</li></ul>
Total Rewards Package
<ul><li>Earn a competitive and progressive salary</li><li>
Benefit from health plans that are focused on health and wellness including medical, dental, vision and wellness beginning within 30 days of hire</li><li>
Plan for your future with a retirement package with an employer match</li><li>
Experience a healthy work-life balance with our generous earned time off (ETO)
</li><li>Continue to enhance your education through our tuition reimbursement and tuition repayment plans</li><li>
Managers and above are eligible for incentive bonuses</li></ul>
At Asante, we are guided by our values below. Explore Asante more by visiting www.asante.org/careers
Excellence - Respect - Honesty - Service - Teamwork
Asante is an equal opportunity employer. We are committed to employ and advance in employment women, minorities, qualified individuals with disabilities and protected veterans.</div></div>

Manager of Provider Compensation

Service Employees International Union

<div>SEIU (Service Employees International Union)

JOB TITLE: Senior HRIS and Compensation Manager 
GRADE: MGT E 
ANNUAL SALARY: $121,078 
LOCATION: All USA or Washington, DC HQ

ORGANIZATIONAL OVERVIEW: We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected, no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. We are an anti-racist union determined to check corporate power and uproot structural racism through unions, worker power, collective action, and government, legislative, and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy.

PURPOSE: The Senior HRIS and Compensation Manager serves as the organization&rsquo;s lead expert in HR technology, compensation strategy, data governance, and payroll operations. This role ensures that SEIU&rsquo;s people systems, compensation practices, and payroll processes are equitable, accurate, and aligned with our values.

This position advances operational excellence and organizational capacity by strengthening data integrity, improving systems and workflows, supporting equitable pay practices, and providing insights that inform decision-making across the union.

PRIMARY RESPONSIBILITIES: Any one position may not include all of the specific duties and responsibilities listed.

HRIS Strategy, Management &amp; Optimization
<ul>
<li>Serve as the primary administrator and subject-matter expert for the HRIS, including system configuration, workflows, permissions, and maintenance.</li>
<li>Lead system upgrades, enhancements, and implementation of new modules to support organizational needs.</li>
<li>Establish and maintain data governance standards to ensure accuracy, consistency, and integrity across HR systems.</li>
<li>Identify and implement opportunities to streamline processes, automate workflows, and improve user experience.</li>
<li>Troubleshoot system issues and coordinate with vendors to ensure timely resolution.</li>
</ul>
HRIS Operations &amp; Data Integrity
<ul>
<li>Oversee day-to-day HRIS transactions across the employee lifecycle, including onboarding, status changes, salary adjustments, reporting structure updates, and offboarding.</li>
<li>Partner with HR team members to ensure consistent and accurate data entry aligned with established standards.</li>
<li>Conduct regular audits to validate data accuracy and identify process improvements.</li>
</ul>
Compensation Strategy &amp; Administration
<ul>
<li>Lead compensation administration, including salary structures, job classifications, and alignment to SEIU&rsquo;s grade and step system.</li>
<li>Conduct compensation analyses to ensure internal equity and external competitiveness.</li>
<li>Partner with HR leadership on salary recommendations, offers, and pay decisions.</li>
<li>Maintain compensation policies and guidelines to ensure transparency, consistency, and alignment with organizational values.</li>
<li>Support annual compensation processes, including COLA adjustments and salary reviews.</li>
</ul>
Payroll Management &amp; Compliance
<ul>
<li>Oversee end-to-end payroll processing, ensuring accuracy, timeliness, and compliance with federal, state, and local regulations.</li>
<li>Partner with Finance to reconcile payroll data and support month-end and year-end close processes.</li>
<li>Ensure accurate application of taxes, deductions, garnishments, and benefit contributions.</li>
<li>Maintain payroll policies and procedures and ensure alignment with internal controls and regulatory requirements.</li>
<li>Lead payroll audits and support external audit processes.</li>
</ul>
Reporting, Analytics &amp; Compliance
<ul>
<li>Develop and maintain dashboards, reports, and metrics to support HR, Finance, and organizational leadership.</li>
<li>Provide data-driven insights to inform workforce planning, compensation strategy, and organizational decision-making.</li>
<li>Ensure timely and accurate submission of required filings, including ACA, EEO-1, and payroll tax reporting.</li>
<li>Translate data into actionable recommendations that strengthen organizational effectiveness.</li>
</ul>
Cross-Functional Collaboration &amp; Leadership
<ul>
<li>Partner with HR leadership, Organizational Partners, Finance, and IT to ensure alignment across systems and processes.</li>
<li>Collaborate with Finance to ensure accurate payroll accounting and reporting.</li>
<li>Work closely with Benefits, Talent Acquisition, and Employee Relations to ensure HRIS and compensation practices support the full employee lifecycle.</li>
<li>Serve as a key liaison with external vendors, including HRIS providers and payroll processors.</li>
</ul>
Process Improvement &amp; Change Management
<ul>
<li>Lead continuous improvement initiatives to enhance HRIS functionality, compensation practices, and payroll operations.</li>
<li>Develop and deliver training to HR staff, managers, and employees on systems, compensation, and payroll processes.</li>
<li>Support change management efforts related to system upgrades, policy updates, and new processes.</li>
<li>Document processes, maintain SOPs, and ensure consistent application across the HR function.</li>
</ul>
DIRECTION &amp; DECISION MAKING: This position reports to the Assistant Director of Human Resources and operates with a high degree of independence. The Senior HRIS and Compensation Manager exercises judgment in managing systems, compensation practices, and payroll operations, and is responsible for making recommendations that impact organizational policy, equity, compliance, and operational effectiveness.

QUALIFICATIONS &amp; PROFESSIONAL EXPERIENCE:
<ul>
<li>7+ years of progressive experience in HRIS, compensation, and payroll, with at least 3 years in a senior or lead role.</li>
<li>Demonstrated experience managing HRIS platforms (e.g., Workday, UKG, ADP, Paycom, Paylocity).</li>
<li>Strong knowledge of compensation strategy, including salary structures and pay equity analysis.</li>
<li>Deep understanding of payroll processes, tax regulations, and compliance requirements.</li>
<li>Experience partnering with Finance on payroll reconciliation and reporting.</li>
</ul>
Skills &amp; Competencies
<ul>
<li>Advanced HRIS configuration and troubleshooting capabilities.</li>
<li>Strong analytical skills with the ability to translate data into actionable insights.</li>
<li>High attention to detail and commitment to data accuracy.</li>
<li>Strong communication skills, with the ability to translate technical concepts for non-technical audiences.</li>
<li>Ability to manage multiple priorities in a fast-paced environment.</li>
<li>High level of integrity, discretion, and professionalism.</li>
<li>Collaborative approach with the ability to build strong cross-functional relationships.</li>
</ul>
PHYSICAL REQUIREMENTS: Work is generally performed in an office setting, but may be required to work in other settings conducive to performing the work required to complete the assignment, such as field assignments. Long and extended hours and travel required.

COMPENSATION &amp; BENEFITS: SEIU offers a competitive salary and a comprehensive benefits package that reflects our values as a labor organization and our commitment to the well-being and long-term security of our staff. Benefits include:
<ul>
<li>A comprehensive, employer-sponsored health benefits package, including medical, dental, and vision coverage</li>
<li>A defined benefit pension plan</li>
<li>Paid time off, including vacation, sick leave, and holidays</li>
<li>Additional benefits consistent with a mission-driven workplace</li>
</ul>
SEIU believes that workers deserve dignity, stability, and the ability to plan for their futures, and our benefits are designed to support that belief.</div>

Senior HRIS and Compensation Manager

Emirates Investment Authority

<div>Purpose 
The Total Rewards Manager is responsible for designing, optimizing, and governing the organization&rsquo;s Compensation, Benefits, and Reward frameworks to ensure competitiveness, internal equity, and alignment with the organization&rsquo;s strategic, financial, and Emiratization objectives.
The role plays a central part in supporting EIA&rsquo;s ability to attract, motivate, and retain top investment and corporate talent by developing market-responsive, performance-linked, and data-driven Total Rewards programs.
Operating in a sovereign wealth fund environment, the role also leads the integration of AI-enabled analytics, digital reward systems, automation, and predictive workforce cost modelling to enhance decision-making, compliance, and operational accuracy.
Strategic Responsibilities<ul><li> 
Design and implement a holistic Total Rewards Strategy covering compensation, benefits, recognition, allowances, performance-linked pay, and long-term incentives (where applicable).</li><li>Lead market intelligence and benchmarking exercises to ensure reward competitiveness for investment, specialist, and corporate roles.</li><li>Embed AI-driven insights, predictive analytics, and digital dashboards into reward governance, enabling proactive decision-making on workforce costs, equity risks, and talent retention.</li><li>Support financial planning, workforce modeling, and organizational design decisions by providing compensation implications, forecasts, and scenario analysis.</li><li>Ensure reward frameworks support Emiratization, mobility, internal progression, and leadership development pathways.</li><li>Maintain strong governance, documentation, and compliance across all reward programs in alignment with regulatory requirements and Board-approved policies.</li></ul> 
Core Responsibilities
 1. Compensation Structure &amp; Pay Governance<ul><li>Maintain and enhance salary structures, job grading systems, career levels, and compensation architecture across all functions.</li><li>Conduct job evaluations using methodologies such as Hay, Mercer, and Willis Towers Watson to ensure internal equity and role clarity.</li><li>Keep pay structures aligned with market trends, organizational priorities, and external competitiveness.</li><li>Ensure accurate and timely delivery of annual compensation cycles, including merit, promotions, off-cycle requests, and salary adjustments.</li></ul>
2. Performance-Linked Rewards &amp; Incentives<ul><li>Manage the execution of the annual bonus and incentive processes, ensuring data accuracy, compliance, and alignment with performance outcomes.</li><li>Provide modelling and analytical support on short-term incentives (STI) and long-term incentive (LTI) structures, including deferral implications and risk alignment.</li><li>Partner with Talent Management to integrate performance ratings, KPIs, and competency outcomes into reward decisions.</li></ul>
3. Benefits &amp; Allowances Management<ul><li>Oversee benefits programs including medical, life insurance, education allowances, pension (GPSSA/alternative plans), end-of-service benefits, and employee wellness offerings.</li><li>Manage vendor relationships, RFPs, contract renewals, service level agreements, and cost control measures.</li><li>Evaluate and enhance benefits offerings using employee utilization data, benchmarking insights, and satisfaction feedback.</li></ul>
4. HRIS, Digital Rewards &amp; AI Integration<ul><li>Lead digital transformation of Total Rewards processes by optimizing HRIS, payroll integrations, and compensation planning tools.</li><li>Develop dashboards using Power BI/Tableau for compensation analytics, workforce cost forecasting, attrition risk modelling, and pay equity monitoring.</li><li>Support the design and maintenance of AI-enabled HR chatbots that provide employees with automated responses to reward-related queries.</li><li>Ensure data governance, privacy compliance, and process automation across reward workflows.</li></ul>
5. Workforce Costing &amp; Reporting<ul><li>Partner with Finance to monitor and forecast workforce budgets, headcount costs, and reward spend.</li><li>Prepare Board- and Executive-level reporting on compensation trends, regulatory updates, and market outlooks.</li><li>Provide insights on pay competitiveness, turnover risk associated with pay, and cost modeling for organizational changes.</li></ul>
6. Compliance, Audit, &amp; Policy Management<ul><li>Ensure compliance with UAE labor law, regulatory requirements, GPSSA, tax obligations (if applicable), and internal governance frameworks.</li><li>Maintain all reward-related policies, ensuring clarity, transparency, and alignment with organizational risk appetite.</li><li>Lead internal and external audit processes for compensation and benefits, ensuring timely closure of findings.</li></ul>
People &amp; Leadership Responsibilities<ul><li> 
Provide leadership and guidance to the Total Rewards team to ensure effective execution of all reward initiatives.</li><li>Partner with HR Business Partners to support business units in addressing compensation and benefits matters.</li><li>Build awareness among line managers and employees on reward principles, policies, and practices.</li><li>Foster a culture of accountability, fairness, and recognition within the organization.</li></ul> 
Requirements 
 
Education &amp; Qualifications<ul><li> 
Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or a related field.</li><li>Professional certifications such as CIPD, WorldatWork (CCP/CBP), or equivalent are preferred.</li></ul>
Experience Requirements<ul><li> 
10&ndash;12 years of progressive experience in Compensation, Benefits, or Total Rewards, including 3&ndash;5 years in a managerial or leadership role.</li><li>Experience in a sovereign wealth fund, asset management firm, investment bank, or large government-linked organization preferred.</li><li>Expertise in compensation design, salary benchmarking, job evaluation frameworks, and performance-linked reward programs.</li><li>Demonstrated experience integrating analytics, HRIS, automation, or AI-driven rewards systems.</li><li>Strong knowledge of UAE labor law, GPSSA requirements, compliance, and regulatory compensation standards.</li></ul>
 Technical Expertise / Skills / Knowledge<ul><li> 
Advanced analytical, modeling, and forecasting capability; expert-level Excel, Power BI, and HR analytics tools.</li><li>Strong understanding of pay structures, incentive design, job evaluation, and compensation governance.</li><li>HRIS proficiency (Workday, SAP, Oracle, or equivalent).</li><li>Familiarity with AI tools, automated workflows, and chatbot development for HR services.</li><li>High accuracy and integrity when working with confidential data.</li><li>Excellent communication, stakeholder management, and reporting skills.</li></ul></div>

Total Rewards Manager

Trident Seafoods

<div><div><div>Description</div>
<div>About Trident Seafoods.
Trident Seafoods is North America's largest vertically integrated seafood harvesting and processing company. Trident is a privately held, 100 percent USA-owned company with global operations in 6 countries and serves customers in almost 60 countries. Headquartered in Seattle, Washington (USA), Trident employs approximately 7,700 people worldwide each year and partners with over 2,700 independent fishermen and crewmembers in Alaska. Trident catches and processes virtually every commercial species of salmon, whitefish, and crab harvested in the North Pacific and Alaska. The global supply chain also encompasses cultured and wild species sourced from an international network of trusted suppliers.
Summary: As the Manager, Global Compensation, your leadership will ensure our compensation strategy is aligned with our Company Goals and allows us to attract, retain and motivate the very best people in the industry. You will continuously improve our short and long-term incentive programs, annual compensation cycles, job and compensation structures and ensure the accuracy of data for budgeting, financial reporting and analysis purposes. Your knowledge of the business and understanding of the financial impact of decisions/solutions will drive strategic projects that support the organization and contribute to our overall financial performance.
This position manages two Compensation Analysts and is based in Trident&rsquo;s Seattle (Ballard Neighborhood) offices.
Essential Functions:<ul><li>
Develops and maintains global job and compensation structures ensuring that job descriptions, leveling and titling meet our current and future needs.</li><li>
Responsible for annual and off-cycle base pay compensation planning processes including merit cycles.</li><li>
Lead the design, implementation, communication and administration of short-term incentive programs for employees and leaders including the Sales Incentive Plan and Management Incentive Plan.</li><li>
Manage global long-term incentive and deferred compensation programs.</li><li>
Advise and counsel the HR team and business leaders on compensation decisions and to ensure fairness, competitiveness, and alignment with the Trident values.</li><li>
Manages global salary survey strategy, submissions, market assessments and associated analysis.</li><li>
Provides internal support to HR Business Partners by supplying appropriate guidance for new positions, new hires, promotions, etc.</li><li>
Develops and delivers compensation training materials and communications for in-person and virtual platforms to educate employees, managers and Human Resources team members on compensation-related topics.</li><li>
Monitors and audits pay practices to ensure compliance with policies, guidelines, and wage and hour laws.</li><li>
Keep informed of labor market and compensation trends, recommending review and adjustments as necessary.</li><li>
Lead, coach and develop team members; set priorities, ensure operational excellence and build scalable capabilities across the HR function.</li><li>
Regularly works onsite to build strong team connections, collaborate across functions, and solve problems in real time.</li></ul>
Additional Responsibilities:<ul><li>
Other duties as assigned.</li><li>
Acquires knowledge of Trident&rsquo;s Environmental and Safety Policies by completing required training programs and performing designated work activities in accordance with training and procedures/work instructions.</li><li>
Ability to travel occasionally, both domestically and internationally.</li></ul>
The essential functions listed above are not exhaustive. The organization may assign other duties as needed to meet business requirements. Reasonable accommodation may be made to enable individuals with disabilities to perform these essential functions.
Compensation &amp; Benefits:
This is a salaried exempt position with an annualized salary range of $135,000 to $165,000.
Trident Seafoods offers a comprehensive and quality benefits package. Full time employees may be eligible for discretionary/performance-based incentives, medical, dental and vision insurance plans, optional HRA/HSA, telemedicine, employee assistance and wellness programs, disability programs, basic life and AD&amp;D, and a 401(k) plan with a company match, paid time off (PTO), 10 paid holidays each year, and paid parental leave. For full-time employees, the initial PTO benefit starts at 20 days per year, adjusted commensurate with relevant experience, front loaded on the first of the year, initially prorated quarterly based on hire date. Commuter programs are also available.
More information can be found at https://www.tridentseafoods.com/benefits.
</div></div><div><div>Minimum Requirements</div>
<div>Required Qualifications:<ul><li>
7+ years of Compensation experience and two years experience directly managing people.</li><li>
Bachelor&rsquo;s Degree in, Business Administration, Finance, Human Resources or related field (May substitute additional experience for degree).</li></ul>
Preferred Education &amp; Experiences:<ul><li>
CCP certification.</li><li>
Global compensation experience, including short-term incentive programs in Asia and Europe.</li></ul>
Knowledge, Skills &amp; Abilities (KSA):<ul><li>
Exceptional interpersonal skills, clear and compelling communicator.</li><li>
Passionate people developer with a proven track record of growing talent and shaping careers.</li><li>
Strong relationship builder with the agility to connect with diverse people across all positions, locations, and geographies.</li><li>
Experience in cross-functional collaboration and change management</li><li>
Strong project management skills and knowledge of project management tools and methodologies.</li><li>
Strong analytical, mathematical, and organizational skills.</li><li>
Ability to exercise good judgment and strong financial acumen.</li><li>
Advanced Excel skills.</li><li>
Strong knowledge of HRIS applications.</li></ul>
Work Environment:
This is an on-site position based at the Trident Support Center office in Seattle&rsquo;s Ballard neighborhood, with the option to work remotely on Fridays.
In-office time takes place in a typical office environment: temperature controlled with adequate lighting and moderate noise. While remote, employees must provide appropriate home office space.
Work Ability Requirements:
While performing the duties of this Job, the employee is regularly required to sit for long periods of time at a desk. Frequently required to finger, handle, or feel and reach with hands and arms. The employee is frequently required to talk or hear. The employee will occasionally stand, walk, and may lift and/or move up to 10 pounds. Specific vision abilities required by this job include near vision for frequent use of a computer.
Work Authorizations
This position is not eligible for immigration sponsorship.</div></div></div>

COMPENSATION MANAGER

RECH INTERNATIONAL

Location Karachi (Head Office &ndash; PECHS Block 6, Near Shahrah-e-Faisal)Job Type Full-TimeAbout the Role Rech International is seeking a detail-oriented and analytical professional for the role of Assistant Manager &ndash; Compensation &amp; Benefits. This position is responsible for managing payroll, compensation structures, benefits administration, and ensuring compliance with applicable laws and internal policies. The ideal candidate will bring strong numerical accuracy, confidentiality, and hands-on experience in compensation frameworks within a structured and fast-paced organization.Key ResponsibilitiesCompensation &amp; Payroll Management<ul><li>Manage end-to-end payroll processing, ensuring accuracy, timelines, and compliance</li><li>Prepare and validate payroll inputs including attendance, overtime, incentives, and deductions</li><li>Coordinate with finance for salary disbursement and reconciliations</li></ul>Benefits Administration<ul><li>Administer employee benefits including health insurance, EOBI, and other company-provided benefits</li><li>Coordinate with insurance providers and handle employee queries related to benefits</li><li>Ensure timely enrollments, deletions, and updates in benefit plans</li></ul>Compliance &amp; Reporting<ul><li>Ensure compliance with labor laws, taxation, EOBI, and other statutory requirements</li><li>Maintain accurate payroll records and documentation for audits</li><li>Prepare payroll reports, cost analysis, and HR dashboards for management</li></ul>Compensation Structuring &amp; Analysis<ul><li>Assist in salary benchmarking and compensation reviews</li><li>Support development of salary structures, grading systems, and incentive plans</li><li>Analyze compensation data to ensure internal equity and market competitiveness</li></ul>HR Operations Support<ul><li>Coordinate with HR team for employee lifecycle changes impacting payroll (joins, exits, increments)</li><li>Maintain confidentiality of employee compensation data</li><li>Support audits and internal controls related to HR and payroll</li></ul>Qualifications &amp; Experience<ul><li>Bachelor&rsquo;s degree in Finance, HR, Business Administration, or related field</li><li>3&ndash;6 years of experience in Compensation &amp; Benefits / Payroll Management</li><li>Strong knowledge of payroll processes, taxation, and labor laws in Pakistan</li><li>Hands-on experience with payroll systems and MS Excel (advanced level preferred)</li><li>High attention to detail and strong analytical skills</li><li>Ability to manage sensitive and confidential information</li></ul>Preferred Candidates<ul><li>Candidates residing near PECHS, Shahrah-e-Faisal, or nearby areas</li><li>Experience in healthcare, medical devices, or distribution sector will be an advantage</li></ul>Compensation &amp; Benefits<ul><li>Market competitive salary</li><li>Health insurance and statutory benefits</li><li>Professional and structured work environment</li><li>Opportunities for growth and career progression</li></ul>Application Process Interested candidates may apply via Indeed or share their updated resume at: careers@rech.com.pkImmediate joiners will be preferred.Job Type: Full-timeWork Location: In person

Sr. Executive – Compensation & Benefits (Shahrah-e-Faisal)

Avantor

<div><h2 class="jobSectionHeader">The Opportunity:</h2>
Avantor is looking for a Manager, Executive Compensation &amp; Equity to join our organization. In this role, you will provide analytical and consultative support on executive and equity compensation matters, including pay analyses, policy interpretation, job evaluations, and competitive benchmarking.
This role partners closely with senior HR leaders, Finance, Legal, and executive management to analyze compensation data, prepare recommendations, and support the implementation of compensation solutions aligned with organizational priorities, governance standards, and shareholder expectations.
What we're looking for
Education: College degree or equivalent experience required
Experience:<ul><li>
Extensive experience in compensation, with a strong focus on executive compensation and equity programs.</li><li>
Demonstrated experience advising senior leaders and managing complex, high‑impact compensation initiatives.</li><li>
Advanced knowledge of executive compensation and equity program design, governance, and market practices.</li><li>
Strong analytical, problem‑solving, and judgment capabilities when addressing complex and ambiguous compensation issues.</li><li>
Proven ability to communicate clearly and influence senior management and cross‑functional partners.</li><li>
Experience managing large projects and coordinating across multiple stakeholders.</li><li>
Ability to adapt communication style to different audiences, including executives and board‑level forums.</li><li>
High level of discretion and professionalism when handling sensitive information.</li><li>
Strong proficiency with compensation analytics and related tools.</li></ul>
How you will thrive and create an impact<ul><li>
Supports the administration of executive and equity compensation programs, including annual incentive and long term incentive cycles, equity grants, and related processes.</li><li>
Assists with the preparation of Compensation and Human Resources Committee materials, including analyses, exhibits, and supporting documentation.</li><li>
Manages the execution of annual and off cycle equity grant processes, including coordination of data inputs, preparation of grant files, validation of awards, and partnership with Legal, Finance, and equity administration vendors.</li><li>
Administers the Employee Stock Purchase Plan (ESPP), including ongoing plan operations, enrollment support, and coordination with vendors.</li><li>
Provides analytical and consultative support to HR leadership on executive pay decisions, policy interpretation, competitive positioning, and internal alignment.</li><li>
Conducts market benchmarking and competitive analyses to assess executive compensation practices and inform recommendations.</li><li>
Supports the drafting of the Compensation Discussion and Analysis (CD&amp;A) section of the Company&rsquo;s proxy statement, including data gathering, analysis, and coordination with internal partners and external advisors.</li><li>
Provides Form 4 and related equity transaction information to Legal to support insider reporting and compliance requirements.</li><li>
Assists with the implementation and ongoing maintenance of executive compensation and equity programs, including coordination of timelines, data inputs, and approvals.</li><li>
Partners with Finance, Legal, and HR Business Partners to support compliance with regulatory, accounting, and internal policy requirements.</li><li>
Applies established compensation policies, guidelines, and governance frameworks, escalating issues or exceptions as appropriate.</li><li>
Supports large compensation projects and process improvements by coordinating inputs, performing analyses, and tracking deliverables.</li><li>
Maintains relationships with external consultants and vendors, including supporting data requests and review of deliverables.</li><li>
May provide day-to-day guidance or technical support to other compensation team members on executive and equity related matters.</li><li>
Performs other duties as assigned.</li></ul><h2 class="jobSectionHeader">
Disclaimer:</h2>
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Avantor is proud to be an equal opportunity employer.
Why Avantor?
Dare to go further in your career. Join our global team of 14,000+ associates whose passion for discovery and determination to overcome challenges relentlessly advances life-changing science. 
 
The work we do changes people's lives for the better. It brings new patient treatments and therapies to market, giving a cancer survivor the chance to walk his daughter down the aisle. It enables medical devices that help a little boy hear his mom's voice for the first time. Outcomes such as these create unlimited opportunities for you to contribute your talents, learn new skills and grow your career at Avantor. 
 
We are committed to helping you on this journey through our diverse, equitable and inclusive culture which includes learning experiences to support your career growth and success. At Avantor, dare to go further and see how the impact of your contributions set science in motion to create a better world. Apply today!
Pay Transparency:
The expected pre-tax pay for this position is
$97,500.00 - $156,975.00
Actual pay may differ depending on relevant factors such as prior experience and geographic location.
EEO Statement:
We are an Equal Employment/Affirmative Action employer and VEVRAA Federal Contractor. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state/province, or local law.
If you need a reasonable accommodation for any part of the employment process, please contact us by email at recruiting@avantorsciences.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
For more information about equal employment opportunity protections, please view the Know Your Rights poster.
Privacy Policy:
We will use the personal information that you have submitted to us in order to consider your application for the relevant role. 
Your privacy is important to us. Please click here for our Privacy Policy which explains the purposes for which we will use your personal information and the ways in which we will handle and retain your information. It also explains the rights you have in relation to your information, and how to contact us with any queries or requests.
3rd Party Non-Solicitation Policy:
By submitting candidates without having been formally assigned on and contracted for a specific job requisition by Avantor, or by failing to comply with the Avantor recruitment process, you forfeit any fee on the submitted candidates, regardless of your usual terms and conditions. Avantor works with a preferred supplier list and will take the initiative to engage with recruitment agencies based on its needs and will not be accepting any form of solicitation.</div>

Manager, Executive Compensation & Equity

<div><h2 class="jobSectionHeader">The Opportunity:
</h2>Avantor is looking for a Manager, Executive Compensation &amp; Equity to join our organization. In this role, you will provide analytical and consultative support on executive and equity compensation matters, including pay analyses, policy interpretation, job evaluations, and competitive benchmarking.
This role partners closely with senior HR leaders, Finance, Legal, and executive management to analyze compensation data, prepare recommendations, and support the implementation of compensation solutions aligned with organizational priorities, governance standards, and shareholder expectations.
What we're looking for
Education: College degree or equivalent experience required
Experience:
<ul><li>Extensive experience in compensation, with a strong focus on executive compensation and equity programs.
</li><li>Demonstrated experience advising senior leaders and managing complex, high‑impact compensation initiatives.
</li><li>Advanced knowledge of executive compensation and equity program design, governance, and market practices.
</li><li>Strong analytical, problem‑solving, and judgment capabilities when addressing complex and ambiguous compensation issues.
</li><li>Proven ability to communicate clearly and influence senior management and cross‑functional partners.
</li><li>Experience managing large projects and coordinating across multiple stakeholders.
</li><li>Ability to adapt communication style to different audiences, including executives and board‑level forums.
</li><li>High level of discretion and professionalism when handling sensitive information.
</li><li>Strong proficiency with compensation analytics and related tools.
</li></ul>How you will thrive and create an impact
<ul><li>Supports the administration of executive and equity compensation programs, including annual incentive and long term incentive cycles, equity grants, and related processes.
</li><li>Assists with the preparation of Compensation and Human Resources Committee materials, including analyses, exhibits, and supporting documentation.
</li><li>Manages the execution of annual and off cycle equity grant processes, including coordination of data inputs, preparation of grant files, validation of awards, and partnership with Legal, Finance, and equity administration vendors.
</li><li>Administers the Employee Stock Purchase Plan (ESPP), including ongoing plan operations, enrollment support, and coordination with vendors.
</li><li>Provides analytical and consultative support to HR leadership on executive pay decisions, policy interpretation, competitive positioning, and internal alignment.
</li><li>Conducts market benchmarking and competitive analyses to assess executive compensation practices and inform recommendations.
</li><li>Supports the drafting of the Compensation Discussion and Analysis (CD&amp;A) section of the Company&rsquo;s proxy statement, including data gathering, analysis, and coordination with internal partners and external advisors.
</li><li>Provides Form 4 and related equity transaction information to Legal to support insider reporting and compliance requirements.
</li><li>Assists with the implementation and ongoing maintenance of executive compensation and equity programs, including coordination of timelines, data inputs, and approvals.
</li><li>Partners with Finance, Legal, and HR Business Partners to support compliance with regulatory, accounting, and internal policy requirements.
</li><li>Applies established compensation policies, guidelines, and governance frameworks, escalating issues or exceptions as appropriate.
</li><li>Supports large compensation projects and process improvements by coordinating inputs, performing analyses, and tracking deliverables.
</li><li>Maintains relationships with external consultants and vendors, including supporting data requests and review of deliverables.
</li><li>May provide day-to-day guidance or technical support to other compensation team members on executive and equity related matters.
</li><li>Performs other duties as assigned.
</li></ul><h2 class="jobSectionHeader">Disclaimer:
</h2>The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Avantor is proud to be an equal opportunity employer.
Why Avantor?
Dare to go further in your career. Join our global team of 14,000+ associates whose passion for discovery and determination to overcome challenges relentlessly advances life-changing science.
 
 
The work we do changes people's lives for the better. It brings new patient treatments and therapies to market, giving a cancer survivor the chance to walk his daughter down the aisle. It enables medical devices that help a little boy hear his mom's voice for the first time. Outcomes such as these create unlimited opportunities for you to contribute your talents, learn new skills and grow your career at Avantor.
 
 
We are committed to helping you on this journey through our diverse, equitable and inclusive culture which includes learning experiences to support your career growth and success. At Avantor, dare to go further and see how the impact of your contributions set science in motion to create a better world. Apply today!
Pay Transparency:
The expected pre-tax pay for this position is
$97,500.00 - $156,975.00
Actual pay may differ depending on relevant factors such as prior experience and geographic location.
EEO Statement:
We are an Equal Employment/Affirmative Action employer and VEVRAA Federal Contractor. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state/province, or local law.
If you need a reasonable accommodation for any part of the employment process, please contact us by email at recruiting@avantorsciences.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
For more information about equal employment opportunity protections, please view the Know Your Rights poster .
Privacy Policy:
We will use the personal information that you have submitted to us in order to consider your application for the relevant role. 
 
Your privacy is important to us. Please click here for our Privacy Policy which explains the purposes for which we will use your personal information and the ways in which we will handle and retain your information. It also explains the rights you have in relation to your information, and how to contact us with any queries or requests.
3rd Party Non-Solicitation Policy:
By submitting candidates without having been formally assigned on and contracted for a specific job requisition by Avantor, or by failing to comply with the Avantor recruitment process, you forfeit any fee on the submitted candidates, regardless of your usual terms and conditions. Avantor works with a preferred supplier list and will take the initiative to engage with recruitment agencies based on its needs and will not be accepting any form of solicitation.</div>

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