General Summary

The Manager of Compensation and Benefits will lead the overall design and management of compensation at FedEx Supply Chain, Inc. and Canadian benefit programs. This strategic position is responsible for planning, designing, implementing and communicating a comprehensive strategy. Programs for the organization that will attract, reward, motivate and retain top talent. This key role will manage a variety of compensation related activities across U.S. and Canada. Ensure that the programs remain competitive and align to current compensation strategy. The Manager will also support workforce planning design that helps control labor expense.

Primary Responsibilities

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  Management responsibilities include, but are not limited to hiring, coaching, skills development, recognition and rewards, staff productivity and performance management.
  
  
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  Develops and continually advances Canadian benefit strategies to align with the business and ensure the right mix and offerings are available.
  
  
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  Oversees changes to laws/regulations pertaining to Canadian benefits and recommends necessary or suggested changes to management.
  
  
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  Plan, design and implement workforce planning strategy that helps control and reduce labor expense.
  
  
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  Provides strategic vision for analyzing compensation market competitive position, internal equity, compliance and program effectiveness. Manage staff that will review base, and variable pay structures based on business need.
  
  
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  Determines the appropriate tools for benchmarking compensation and manage relationships with vendors. Interacts with external vendors for compensation to ensure the organization is positioned competitively and stays current on trends and changes in the market and consistent with the corporate philosophy.
  
  
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  Manage and effectively plan for, communicate and execute on all compensation related efforts through our year-end Merit and Incentive cycle for respective business units.
  
  
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  Lead and drive compensation projects such as market pricing reviews, external survey job alignment and re-organizations to meet all business needs. Ensures wages are competitive for assigned areas to attract and retain a skilled and productive work force.
  
  
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  Partner, collaborate and knowledge share effectively with People Operations, Talent Acquisition and Senior Management.
  
  
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  Manages the department budget, ensures compliance and addresses variances and other budget concerns.
  
  
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  Demonstrated experience coaching and communicating a people first culture by collaborating closely with stakeholders and key business leaders.
  
  
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  Researches, designs and implements the most cost-effective means of utilizing variable pay plans to motivate and reward performance and increase pay opportunity, while reducing/maintaining fixed costs and enhancing business performance.
  
  
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  Manages the development of a market level and geographical pay differential program to ensure competitive localized pay within a particular area.
  
  
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  Conducts an annual executive compensation review and makes recommendations on officer's total compensation.
  
  
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  Through the effective use of business intelligence tools, provides reports and analyses to executive management.
  
  
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  Performs other duties as assigned.
  
  

Education/Experience

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  Bachelor's degree in human resources, business administration, finance, or a related field or equivalent experience.
  
  
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  Minimum of 8 years of experience in compensation and benefits, with progressive responsibilities.
  
  
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  Proven experience in managing a team demonstrating leadership and people management skills.
  
  
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  Proficiency in compensation analysis and design, including salary benchmarking and incentive plan design.
  
  
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  Experience with benefits administration, including health, retirement, and wellness programs.
  
  
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  Strong analytical and quantitative skills to evaluate compensation structures and benefits effectiveness.
  
  
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  Proven ability to interpret data and provide insights to support decision-making.
  
  
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  Excellent verbal and written communication skills, with the ability to present complex information clearly and effectively to various stakeholders.
  
  
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  Experience in the integration and implementation of Workday or similar payroll systems, leading to successful transitions from legacy systems, strongly preferred.
  
  
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  Knowledge of payroll processing tools and HRIS platforms, such as ADP, SAP, SuccessFactors, or Oracle HCM, required.
  
  

Physical/Cognitive Requirements

With or without accommodation:

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   Ability to follow policies and procedures.
   
   
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   Ability to read, write and interpret information.
   
   
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   Ability to add, subtract, multiply and divide.
   
   
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   Ability to use hands to manipulate, handle, or feel.
   
   
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   Ability to sit/walk/stand for up to 8 hours per day.
   
   
   
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   Must possess visual acuity, i.e., close, distance, and color vision, depth perception and the ability to adjust focus.

Working Conditions

General office environment that is generally favorable. Lighting and temperature are adequate, and there are no hazardous or unpleasant conditions caused by noise, dust, etc. Work is generally performed within an office environment with standard office equipment available.
Must be able to travel up to 75% of the time.

ADA

The Company is committed to making reasonable accommodations for qualified individuals with disabilities in accordance with the ADA and any other applicable federal, state, or local laws. If you require an accommodation to perform the job, now or in the future, please contact your Human Resources Representative. Upon request, Human Resources will engage in an interactive process with you to determine whether or not a reasonable accommodation is available.

Disclaimer

The above information is only an illustration of the general nature and level of work performed by the employee within this classification. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.

The job description does not constitute an employment agreement between the Company and employee and is subject to change by the Company as the needs of the Company and requirements of the job change.

82476.00 (Min) - 119484.00 (Mid) - 156492.00 (Max) Yearly