Compensation Manager, Human Resources

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients individuals and communities. Were helping our clients find new ways to drive growth enhance business performance and sustain leadership in the markets they serve. And were developing strategies and implementing solutions that enable the transformative change they need to own their future.

As a member of the Huron corporate team youll help to evolve our business model to stay ahead of market forces industry trends and client needs. Our accounting finance human resources IT legal marketing and facilities management professionals work collaboratively to support Hurons collective strategies and enable real transformation to produce sustainable business results.

Join our team and create your future.

Key Job Duties

Digital Capability Compensation Lead North America

Provide day-to-day compensation support to the Digital Capability including ad-hoc modeling and marketing analysis reviewing special exception offers and advising the business on best practices

Administer the annual year-end and mid-year compensation processes

Conduct the annual compensation benchmarking study by analyzing the market and presenting market trends to firm leadership

Manage Workdays compensation elements and processes

Develop and lead compensation projects

Sales Compensation Management

Design evaluate and administer sales compensation plans (commissions bonuses accelerators SPIFs guarantees/draws) with clear guardrails and governance.

Build and maintain complex sales compensation models to assess plan effectiveness cost of sales and behavioral outcomes; clearly communicate insights and recommendations to leadership.

Build and maintain a sales compensation policy library plan document templates exception/waiver log RACI matrices and SOPs for plan operations and controls.

Review and advise on non-standard sales compensation arrangements including special incentive plans draw structures and exception requests ensuring alignment with governance standards and business objectives.

Analyze sales performance and incentive outcomes to identify trends risks and opportunities for improvement and present findings to senior stakeholders.

Qualifications

Bachelors degree

Minimum of 6 years of experience in compensation roles

Experience with managing compensation design and administration for a complex organization

Proven experience with commission/bonus design accelerators draws/guarantees and payout governance.

Strong math and analytical skills

Expert knowledge of the use of Excel

Attention to detail ability to multi-task and prioritize

Good verbal and written communication stills as well as strong interpersonal skills

Highly proficient in analytics and modeling

Knowledge of accounting and finance implications of compensation plans and program

Experience working with technical focused roles preferred

Client service consultative mindset and acumen with experience managing the development and design of compensation programs in a complex dynamic and fast-paced environment

Experience using Workdays compensation modules preferred

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The estimated base salary range for this job is $110000-$150000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors including but not limited to specific skills or certifications years of experience market changes and required travel. This job is also eligible to participate in Hurons annual incentive compensation program which reflects Hurons pay for performance philosophy. Inclusive of annual incentive compensation opportunity the total estimated compensation range for this job is $132000-$180000. The job is also eligible to participate in Hurons benefit plans which include medical dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.