Senior Manager, Compensation Consulting (Hybrid-Chicagoland)

1. Compensation Strategy and Planning
   • Design and lead comprehensive compensation strategies
   • Design a forward-thinking job structure and pricing framework for the enterprise
   • Conduct market analysis and benchmarking studies to ensure competitive positioning within the industry and across relevant markets.
   • Partner with Finance on compensation budget planning and forecasting to support overall financial and strategic plans.
   • Create and maintain compensation structures aligned with business needs and regulatory requirements.
   • Manage the annual compensation planning cycle, including salary adjustments, incentive payouts, and performance-based increases, ensuring compliance and effective execution.
2. Advisory and Stakeholder Engagement
   • Act as a primary compensation advisor to HR and Finance teams, including senior leadership, providing guidance on complex issues and compensation plan changes.
   • Collaborate with business leaders and HR Business Partners to develop solutions that drive employee engagement, retention, and performance.
   • Proactively engage and communicate with HR and Finance teams to enhance understanding and administration of all compensation practices.
3. Data Analytics and Reporting
   • Instill a “data-driven mindset” across the teams; develop and manage compensation analytics, and data-driven insights to support HR and Finance in decision-making processes.
   • Prepare and present compensation reports, dashboards, and ad-hoc analyses for leadership to ensure informed decision-making.
   • Partner with HRIS to optimize compensation tools and technology, enhancing data accuracy, reporting capabilities, and user experience.
4. Compliance and Risk Management
   • Ensure compliance with federal, state, and local regulations, including FLSA, OFCCP, and other labor laws.
   • Conduct regular audits of compensation practices to mitigate risks, maintain equity, and align with company policies.
   • Stay informed on trends, legislation, and best practices in compensation to continuously improve and evolve the company's compensation programs.

• Partners with the VP of Compensation in determining and implementing the human resourcesstrategy across the organization.
• Partners with the management team to identify, develop, and implement appropriate approaches, processes, and tools in line with employment law and practices
• Ensures strategic alignment between compensation, incentive programs, and business needs.
• Leads efforts to develop programs/processes to support overall effectiveness of assigned function.
• Defines, models, and reinforces Walgreens culture by ensuring that compensation practices are aligned with organizational objectives.
• Guides functional leadership in the development of departmental goals, objectives, and systems that correspond with organizational strategy.
• Serves as a liaison with Talent Acquisition function to ensure workforce planning, recruiting, and hiring strategies are satisfied.
• Proactively provides HR solutions to address key business capabilities.
• Partners with HR Shared Services team to ensure strategies are implemented and supported for the business unit.
• Keeps current on all compensation related laws and regulations as well as market practices to support the business unit.
• Looks at the design of compensation aspects of the systems, including Rate and Status, Organizational
• Hierarchy, Rate Sheet application, Pay Review and Reward to ensure the systems continue to effectively meet with COE developed programs and initiatives.

Basic Qualifications

• Bachelor’s degree and at least 4 years in compensation, OR high school/GED and at least 7 years of experience in compensation.
• At least 4 years of experience in a compensation function
• Experience collaborating with internal and external resources to develop strategies that meet department goals within budget and established timelines.
• Experience with the Fair Labor Standards Act and its applicability within a business.
• Experience with compensation system operation (information system requirements, transactional flow, and impact of compensation actions).
• Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
• Intermediate level skill in Microsoft Excel (for example: using SUM function, setting borders, setting column width, inserting charts, using text wrap, sorting, setting headers and footers and/or print scaling).
• Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
• At least 2 years of experience contributing to financial decisions in the workplace.
• At least 2 years of direct leadership, indirect leadership and/or cross- functional team leadership.
• Willing to travel up to 15% of the time for business purposes (within state and out of state)

Preferred Qualifications

• Bachelor’s degree and at least 7 years in compensation.
• Master’s degree/MBA.
• Certification as a CCP or GRP as granted by World at Work.
• Experience in a customer-facing compensation role.
• Experience in one or more of the following industries: healthcare, retail, information technology, e- Commerce, Sales, SG&A, and/or facilities management.
• Strong analytical skills with expertise in compensation benchmarking, financial modeling, and data analysis.
• Demonstrated ability to influence and partner with senior leaders, drive strategic initiatives, and handle complex issues.