26-073.B - Compensation Manager

Essential Job Responsibilities:

* Oversee the administration and execution of compensation programs, including direct supervision of staff and management of third-party vendors, consultants, and brokers.

* Conduct executive compensation analyses and market benchmarking; develop recommendations aligned with the company's compensation philosophy and administer executive compensation and long-term incentive programs.

* Develop and implement compensation strategies informed by market trends and best practices that support business objectives, ensure internal equity, maintain external competitiveness, and attract and retain top talent.

* Conduct compensation analytics to evaluate internal equity, external market competitiveness, pay trends, and program effectiveness; provide data driven insights to support strategic compensation decisions.

* Develop and deliver compensation communications that improve employee understanding of total rewards programs and compensation practices.

* Evaluate the deferred compensation program, manage grant structures, and coordinate the annual grant cycle, including compliance oversight and employee communications, in collaboration with the Director of Management Reporting.

* Recommend and support the design of short and long term incentive programs that align with organizational goals and drive performance, retention, and engagement.

* Partner with Finance, Accounting, and Tax to support compensation forecasting, budgeting, reporting, and financial analysis.

* Ensure compliance with compensation laws and regulations through effective plan governance, audits, regulatory reporting, and required employee communications.

* Lead the annual salary planning process, including merit budget development, salary structure updates, and executive recommendations.

* Lead the end-to-end bonus administration process, ensuring accurate calculations, timely payouts, and alignment with company performance and plan design.

* Conduct job evaluations, market pricing, and salary structure design and maintenance to support consistent and equitable compensation practices.

* Serve as a strategic advisor to leaders by providing guidance on compensation strategy, market trends, pay decisions, survey participation, and alternative reward approaches.

* Evaluate compensation for acquisition hires by conducting market analyses, assessing internal equity, and developing compensation recommendations that align with Harvest's compensation philosophy and pay practices.

* Leverage compensation systems, reporting tools, and technology to improve data integrity, operational efficiency, and scalability.

* Provide strategic and operational leadership to the Compensation team by establishing priorities, developing talent, fostering collaboration, and promoting continuous improvement.

Other Job Responsibilities:

• Demonstrate commitment to company core values - Integrity, Ownership, Urgency, Alignment, and Innovation - in all daily responsibilities and interactions.
• Actively support and contribute to the company's mission and vision through reliable, high-quality work

Qualifications:

• 10+ years of progressive HR experience and/or accounting and data analytics
• Preferred: 5+ years' experience with enterprise-wide compensation programs
• With support from the Director of Total Rewards, design and execute compensation frameworks with an emphasis on total rewards
• Experience working with a diverse workforce, including hourly, professional, and executive employee populations
• Strong track record of partnering across HR, business units, and executive leadership to influence talent outcomes
• Excellent analytical,writtenand verbal communication skills.
• Expert knowledge of modern theory, principles, and practices of compensation and benefits.
• Works efficiently to produce quality materials with meticulous attention to detail.
• Advanced knowledge of Microsoft suite of software (Excel, Powerpoint, Word, etc)
• Makes sound decisions quickly andis able toarticulate reasoning to various employee levels.
• Ability to travel to field locations (estimated 25-35%) and support teams in varied working environments.

Education Requirements, Certifications, Licenses, and Registrations:

• Bachelor's degree in Human Resources, Finance, Accounting or related field required.
• CCP or equivalent professional certification preferred.