Under Armour:
Senior Lead, Compensation Job in Baltimore, VT
Premium
See who posted the job
Premium
Competitive Insights
Premium
Check your commute time
Closed
Baltimore, VT
Full-time | Human Resources
About the job
Under Armour is all about performance. Because what we make empowers athletes in every form to push themselves, to turn good into great, and to stay hungry for whatever comes next. And this is exactly what we expect from each other.
Working with us means one key thing: no matter what you do, you see every day and every project as a chance to push your field forward. In every store and every office, we build teams where everyone is an MVP. And together we tackle every challenge head on. Because we work to push the gear, the game, and ourselves farther.
We’re looking for people who do more than good work.
We’re looking for the Best in Every Game.
Under Armour is the chosen brand of this generation of athletes... and the athletes of tomorrow. We're about performance - in training and on game day, in blistering heat and bitter cold. Whatever the conditions, whatever the sport, Under Armour delivers the advantage athletes have come to demand.
That demand has created an environment of growth. An environment where building a great team is vital. An environment where doing whatever it takes is the baseline and going above and beyond to protect the Brand is commonplace.
The world's hungriest athletes live by a code, a pledge to themselves and everyone else: Protect This House... I Will. Our goal is to Build A Great Team! Will YOU…Protect This House?!
Summary:
The Senior Global Compensation Manager is a dynamic and influential compensation professional with a creative mindset and strategic thinking abilities, hands on leader who will contribute to the organization’s global compensation program through external trends, benchmarking, and best practices. This position has broad responsibility in the planning, design, communication and administration of global compensation program components and processes, including: global job leveling and market analysis, annual salary planning, annual end-to-end salary review process, variable and executive pay programs. This role will collaborate with HRBPs, Talent Acquisition, HR Operations, global HR team members and other internal stakeholders.
Essential Duties and Responsibilities
Partners with and acts as internal consultant to internal stakeholders, including leadership and HR Business Partners on a variety of compensation related matters including base pay, market pricing, recognition and other compensation related policies, programs, and strategies.
Designs, develops, and maintains total compensation guidelines and job architecture structures. Assist with content development and training of compensation programs and practices to HR partners and managers
Leads development of metrics and dashboards to guide decision making. Completes complex modeling and manipulate large data sets; with the ability to craft accurate and meaningful leadership summaries.
Works with cross-functional teams and leadership to understand business goals and recommend/implement new approaches, policies and processes to effect continual improvements in compensation programs.
Leads and/or oversees the technical end of various compensation projects to review base pay, merit increases, pay adjustments and other compensation related topics. May include studies, surveys, presentations, impact analyses, modeling, costing, ad hoc data reporting, HRIS reviews and clean-up or other specialized data as needed.
Drives a strategic job evaluation and market pricing process in collaboration with the HRBPs to drive compensation competitiveness and ensure data is captured in a comprehensive, cohesive and easily accessible manner.
Executive Programs: Supports the company’s equity plans including tabular disclosures of the CD&A. Assists in the preparation of materials for executive committees including the Total Rewards and the compensation committee of the board of Directors.
Qualifications:
A Bachelor’s degree in Human Resources, Finance or related field required
8-10+ years of experience in a professional, fast-paced environment. Experience in successfully leading and implementing executives and broad compensation projects.
SPHR is a plus
Must have a good understanding of broad-based compensation programs (base/bonus/equity), pay for performance, benchmarking/market data, and job evaluation.
Analytical mindset and ability to manage large, complex data sets.
Advanced knowledge of Microsoft Excel. Ability to analyze data to drive actionable and sound decision-making.
Experience leading compensation initiatives in matrix organization
Experience with a global company
Expert level skills with Excel
Leadership in design and implementation of Compensation and global base, incentive and variable pay programs for a large, complex public company
What do you need?
GET IT DONE, DONE, DONE – ACCOUNTABILITY Takes responsibility for achieving team requirements, tasks, and objectives, even if other resources are required. Goes the extra mile to get the work done and meet commitments made to others.
FIND A BETTER WAY – CREATIVITY & INNOVATION Seeks to improve upon the status quo by proactively creating new, unique solutions to make UA better. Asks challenging, open-ended questions to inspire innovative thinking in other Teammates
WIN TOGETHER – COLLABORATION Demonstrates reliability, working openly with cross-functional Teammates. Takes the lead, whether in an individual contributor or manager role. Builds working relationships with others, seeking out and encouraging the exchange of constructive feedback.
THINK GLOBALLY – GLOBAL PERSPECTIVE Seeks and applies understanding of cultural differences when conducting business and interacting with others globally. Adapts behavior to the local culture to demonstrate respect and gain trust.
MAP THE FUTURE – STRATEGIC VISIONING Applies understanding of internal and external challenges to contribute to the team's vision for the future. Asks questions to confirm how team priorities support UA's overall vision.
BUILD A GREAT TEAM – BUILDING TALENT Seeks opportunities to develop self and other Teammates. Gives timely, specific feedback on performance, tasks, goals, and developmental needs. Motivates Teammates by sharing team objectives that highlight opportunities and the impact of their work. Identifies and selects talent to meet business needs
MAKE THE RIGHT CALL – INTEGRITY & ETHICS Acts in alignment with UA values and principles, encouraging other Teammates to do the same.
At Under Armour, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Under Armour believes that diversity and inclusion among our teammates is critical to our success as a global company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.
Working with us means one key thing: no matter what you do, you see every day and every project as a chance to push your field forward. In every store and every office, we build teams where everyone is an MVP. And together we tackle every challenge head on. Because we work to push the gear, the game, and ourselves farther.
We’re looking for people who do more than good work.
We’re looking for the Best in Every Game.
Under Armour is the chosen brand of this generation of athletes... and the athletes of tomorrow. We're about performance - in training and on game day, in blistering heat and bitter cold. Whatever the conditions, whatever the sport, Under Armour delivers the advantage athletes have come to demand.
That demand has created an environment of growth. An environment where building a great team is vital. An environment where doing whatever it takes is the baseline and going above and beyond to protect the Brand is commonplace.
The world's hungriest athletes live by a code, a pledge to themselves and everyone else: Protect This House... I Will. Our goal is to Build A Great Team! Will YOU…Protect This House?!
Summary:
The Senior Global Compensation Manager is a dynamic and influential compensation professional with a creative mindset and strategic thinking abilities, hands on leader who will contribute to the organization’s global compensation program through external trends, benchmarking, and best practices. This position has broad responsibility in the planning, design, communication and administration of global compensation program components and processes, including: global job leveling and market analysis, annual salary planning, annual end-to-end salary review process, variable and executive pay programs. This role will collaborate with HRBPs, Talent Acquisition, HR Operations, global HR team members and other internal stakeholders.
Essential Duties and Responsibilities
Partners with and acts as internal consultant to internal stakeholders, including leadership and HR Business Partners on a variety of compensation related matters including base pay, market pricing, recognition and other compensation related policies, programs, and strategies.
Designs, develops, and maintains total compensation guidelines and job architecture structures. Assist with content development and training of compensation programs and practices to HR partners and managers
Leads development of metrics and dashboards to guide decision making. Completes complex modeling and manipulate large data sets; with the ability to craft accurate and meaningful leadership summaries.
Works with cross-functional teams and leadership to understand business goals and recommend/implement new approaches, policies and processes to effect continual improvements in compensation programs.
Leads and/or oversees the technical end of various compensation projects to review base pay, merit increases, pay adjustments and other compensation related topics. May include studies, surveys, presentations, impact analyses, modeling, costing, ad hoc data reporting, HRIS reviews and clean-up or other specialized data as needed.
Drives a strategic job evaluation and market pricing process in collaboration with the HRBPs to drive compensation competitiveness and ensure data is captured in a comprehensive, cohesive and easily accessible manner.
Executive Programs: Supports the company’s equity plans including tabular disclosures of the CD&A. Assists in the preparation of materials for executive committees including the Total Rewards and the compensation committee of the board of Directors.
Qualifications:
A Bachelor’s degree in Human Resources, Finance or related field required
8-10+ years of experience in a professional, fast-paced environment. Experience in successfully leading and implementing executives and broad compensation projects.
SPHR is a plus
Must have a good understanding of broad-based compensation programs (base/bonus/equity), pay for performance, benchmarking/market data, and job evaluation.
Analytical mindset and ability to manage large, complex data sets.
Advanced knowledge of Microsoft Excel. Ability to analyze data to drive actionable and sound decision-making.
Experience leading compensation initiatives in matrix organization
Experience with a global company
Expert level skills with Excel
Leadership in design and implementation of Compensation and global base, incentive and variable pay programs for a large, complex public company
What do you need?
GET IT DONE, DONE, DONE – ACCOUNTABILITY Takes responsibility for achieving team requirements, tasks, and objectives, even if other resources are required. Goes the extra mile to get the work done and meet commitments made to others.
FIND A BETTER WAY – CREATIVITY & INNOVATION Seeks to improve upon the status quo by proactively creating new, unique solutions to make UA better. Asks challenging, open-ended questions to inspire innovative thinking in other Teammates
WIN TOGETHER – COLLABORATION Demonstrates reliability, working openly with cross-functional Teammates. Takes the lead, whether in an individual contributor or manager role. Builds working relationships with others, seeking out and encouraging the exchange of constructive feedback.
THINK GLOBALLY – GLOBAL PERSPECTIVE Seeks and applies understanding of cultural differences when conducting business and interacting with others globally. Adapts behavior to the local culture to demonstrate respect and gain trust.
MAP THE FUTURE – STRATEGIC VISIONING Applies understanding of internal and external challenges to contribute to the team's vision for the future. Asks questions to confirm how team priorities support UA's overall vision.
BUILD A GREAT TEAM – BUILDING TALENT Seeks opportunities to develop self and other Teammates. Gives timely, specific feedback on performance, tasks, goals, and developmental needs. Motivates Teammates by sharing team objectives that highlight opportunities and the impact of their work. Identifies and selects talent to meet business needs
MAKE THE RIGHT CALL – INTEGRITY & ETHICS Acts in alignment with UA values and principles, encouraging other Teammates to do the same.
At Under Armour, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Under Armour believes that diversity and inclusion among our teammates is critical to our success as a global company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.