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Variable Incentive Compensation Manager Jobs in New York

Fanatics Inc.

Sr. Manager, Compensation

New York, NY · On-site

Lead the design, implementation, and administration of compensation programs, including base salary, short-term incentives (STI), and long-term incentives (LTI). * Own and manage key compensation ...

Fanatics Inc.

Sr. Manager, Compensation

New York, NY · Hybrid

Lead the design, implementation, and administration of compensation programs, including base salary, short-term incentives (STI), and long-term incentives (LTI). * Own and manage key compensation ...

Brex

Senior Manager, Compensation

New York, NY · Hybrid

$212K - $265K/yr

Manage Compensation programs, such as participating in benchmarking and surveys, to calibrate and ... incentive models * Work with the Recruiting and Finance teams to keep up with offer competitiveness ...

Brex

Senior Manager, Compensation

New York, NY · On-site

$212K - $265K/yr

Manage Compensation programs, such as participating in benchmarking and surveys, to calibrate and ... incentive models * Work with the Recruiting and Finance teams to keep up with offer competitiveness ...

GAF

Sales Compensation Analyst

Parsippany, NJ · On-site

... multi-variable financial analysis and data modeling. Required * This position is based in our ... Experience with the rollout or administration of an Incentive Compensation Management Tool (ICM)

Gaf

Sales Compensation Analyst

Parsippany, NJ

... multi-variable financial analysis and data modeling. Required * This position is based in our ... Experience with the rollout or administration of an Incentive Compensation Management Tool (ICM)

Sprinklr

Sr Manager, Global Compensation

New York, NY

The Senior Manager, Compensation is a key member of the Global Total Rewards team responsible for ... incentive plans, and annual planning frameworks. * Translate strategy into practical, implementable ...

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Variable Incentive Compensation Manager information

What are some common challenges faced by Variable Incentive Compensation Managers when designing and implementing incentive plans?

Variable Incentive Compensation Managers often navigate the challenge of aligning incentive plans with evolving business goals while ensuring fairness and transparency. Balancing the interests of leadership, HR, finance, and employees requires strong communication and data analysis skills, as misalignment can lead to disengagement or budget overruns. Additionally, adapting plans to regulatory requirements and market trends demands continuous learning and flexibility. Successful managers regularly collaborate across departments to gather feedback, refine metrics, and optimize program effectiveness.

What is the difference between Variable Incentive Compensation Manager vs Compensation Analyst?

AspectVariable Incentive Compensation ManagerCompensation Analyst
Primary FocusDesigning, managing, and optimizing incentive compensation plansAnalyzing compensation data, market trends, and salary structures
Required SkillsIncentive plan development, financial modeling, stakeholder communicationData analysis, reporting, market research
Work EnvironmentCross-functional teams, HR, finance, sales departmentsHR, finance, data analysis teams
CertificationsCompensation certifications (e.g., CCP), financial acumenData analysis certifications (e.g., Excel, HR analytics)

The Variable Incentive Compensation Manager focuses on creating and managing incentive plans to motivate employees and align with company goals, while the Compensation Analyst primarily analyzes compensation data to support strategic decisions. Both roles require strong analytical skills, but their core responsibilities differ in scope and focus.

What is a Variable Incentive Compensation Manager?

A Variable Incentive Compensation Manager is a professional responsible for designing, implementing, and overseeing incentive-based compensation programs within an organization. This role ensures that sales teams and other eligible employees are motivated through performance-based pay structures, such as bonuses or commissions. The manager analyzes business goals, aligns compensation plans with organizational strategies, and monitors the effectiveness of these programs, ensuring legal compliance and fairness. They often collaborate with HR, finance, and sales departments to optimize compensation outcomes and drive business results.

What are the key skills and qualifications needed to thrive as a Variable Incentive Compensation Manager, and why are they important?

To thrive as a Variable Incentive Compensation Manager, you need strong analytical skills, experience in compensation design, and a solid background in finance or human resources, often supported by a relevant degree or certification such as CCP (Certified Compensation Professional). Proficiency with compensation management software, Excel, and HRIS platforms is typically required. Exceptional attention to detail, effective communication, and problem-solving abilities are standout soft skills in this role. These qualifications are crucial for developing and administering incentive programs that align with organizational goals, ensure compliance, and motivate employee performance.
What cities in New York are hiring for Variable Incentive Compensation Manager jobs? Cities in New York with the most Variable Incentive Compensation Manager job openings:
Manager, Compensation

Manager, Compensation

Hikma Pharmaceuticals PLC

Berkeley Heights, NJ • On-site

$92K - $158K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted yesterday

Hikma Pharmaceuticals rating

7.8

Company rating: 7.8 out of 10

Based on 29 frontline employees who took The Breakroom Quiz

39th of 71 rated pharmaceutical

Job description

Location: Berkeley Heights NJ
Job Type: Full-Time
About Us:
As a developer, manufacturer, and supplier of essential medicines, Hikma Pharmaceuticals USA Inc. and its affiliates' purpose is to put better health within reach, every day for millions of patients around the world. We are a trusted, reliable partner and dependable source of over 760 high-quality generic, specialty and branded pharmaceutical products that hospitals, physicians and pharmacists need to treat their patients across North America, the Middle East, North Africa and Europe. Through our global footprint of 30+ manufacturing plants, 8+ R&D centers, and 9,000+ empowered employees, we are committed to making high-quality medicines accessible to the people who need them.
Description:
We are committed to building a diverse and inclusive team and encourage applications from candidates of all backgrounds. We are seeking a talented and motivated Manager, Compensation to join our team. In this role, through collaboration with team and stakeholders, develop and manage compensation programs for North America.
This person will also research and bring in-depth understanding of external best-practices and innovative trends to apply them to the organization's total rewards programs and technologies.
Ultimately, the primary objective of this role is to manage all aspects of compensation, ensuring competitiveness and best-allocation of spend on people resources in an equitable and bias-free manner, by having suitable policies/procedures/practices in place tailored for the organization's needs and country specifics, collectively align with business strategy.
Responsibilities:
  • Execute, administer, and continuously improve compensation programs for assigned countries or business areas, ensuring alignment with HR strategies, business needs, and local regulations.
  • Manage the annual reward cycle for sites in scope, including pay reviews, budgeting inputs, and monitoring of people cost and compensation spend including bonus and long-term incentive.
  • Conduct compensation benchmarking, market research, and legislative monitoring to ensure programs remain competitive, internally equitable, and compliant.
  • Develop, maintain, and apply compensation policies, procedures, controls, and job evaluation processes consistently across countries in scope.
  • Partner with HR, Finance, and business leaders to provide data-driven insights, recommendations, and reporting related to compensation strategy, cost impacts, and workforce planning.
  • Design and deliver reporting, analytics, metrics, and scenario analyses to assess the effectiveness of total rewards programs and support decision-making.
  • Support total rewards activities related to acquisitions, including integration of employees into existing compensation and benefits frameworks.
  • Manage relationships with external vendors and data providers, and support communications and education initiatives related to total rewards.
  • Contribute to cross-functional projects and ad-hoc reward initiatives as required.

Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily:
  • 4+ years in compensation management (including working within a global company)
  • Experience in implementing new initiatives, leading processes and people change, in a complex pan-functional organization, balancing strategic and tactical approaches
  • Demonstrated experience delivering compensation programs and initiatives in complex, matrixed organizations
  • Advanced analytical and reporting skills, with experience translating data into actionable insights
  • Degree in Human Resources, Finance, Business, or a related field. Bachelor's degree preferred
  • Strong ability to partner with and influence stakeholders without formal authority
  • CCP certification preferred
  • Exceptional attention to detail and accuracy
  • Strong analytical and problem-solving skills
  • Clear, professional communication and customer-service orientation
  • Ability to influence and collaborate cross-functionally without direct authority
  • Continuous-improvement mindset

Compensation:
Base Salary: $92,850.00 - $158,450.00 annually. The compensation for this position will be determined during the interview process and will vary based on multiple factors, including, but not limited to, work location, prior experience and job-related knowledge, relevant skills and expertise, current business needs, and market factors. The Talent Acquisition team can provide more details about the specific salary range for the job location during the hiring process.
What We Offer*:
  • Annual performance bonus, commission, and share potential
  • Auto enrollment in a Hikma-sponsored 401(k) program at a pre-tax contribution rate of 4% of eligible pay. Hikma will match 100% of the first 6% of eligible pay that you contribute
  • A generous paid time off (PTO) bank starting with 20 days (prorated based on hire date). Additional days granted upon reaching work milestone anniversaries
  • 3 personal days (prorated based on hire date)
  • 11 company paid holidays
  • Comprehensive benefits including health, dental, vision, mental health, disability, life insurance, prescription drug coverage, and a variety of voluntary benefits
  • Employee discount program
  • Wellbeing rewards program
  • Safety and Quality is a top organizational priority
  • Career advancement and growth opportunities
  • Tuition reimbursement
  • Paid maternity and parental leave

*Eligibility requirements apply to some benefits and depend on the job classification, role, and length of employment. Benefits are subject to change as well as specific plan or program terms.
Equal Opportunity Employer:
Hikma Pharmaceuticals USA Inc. is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status, or other characteristics protected by law.
Agency Notice:
Please note that Hikma has a set roster of approved recruiters for specific roles agreed to in advance and does not accept unsolicited resumes or calls from third-party recruiters or employment agencies regarding open positions. In the absence of a signed agreement and approval from Hikma's Human Resources department to submit resumes for a specific
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