Job Summary

This is a dynamic role with an opportunity to make a real difference! If you are passionate about driving impact through strategic compensation initiatives and fostering collaboration across HR and Finance, we encourage you to apply. The Senior Manager, Compensation is responsible for designing, implementing, and managing compensation programs that support the strategic objectives of several of Walgreens Support Office functions. This role serves as a key advisor to senior leadership, providing compensation insights and data-driven solutions to attract, retain, and motivate top talent while ensuring compliance and alignment with business goals. The position will require collaboration across HR, Finance, and business leaders, ensuring compensation strategies are competitive, compliant, and aligned with the company’s financial and operational priorities.

I. 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.

II. 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.

III. 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.

IV. 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.

Job Responsibilities

• 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.

We will consider employment of qualified applicants with arrest and conviction records.

Salary Range$115400 - $196200 / Salaried