Senior Manager, Americas Regional Programs

Overview

We are proud to be consistently recognized as one of the world’s best places to work. We are currently the top ranked consulting firm on Glassdoor’s Best Places to Work list and have earned the #1 overall spot a record seven times.

Extraordinary teams are at the heart of our business strategy, but these don’t happen by chance. They require intentional focus on bringing together a broad set of backgrounds, cultures, experiences, perspectives, and skills in a supportive and inclusive work environment. We hire people with exceptional talent and create an environment in which every individual can thrive professionally and personally.

Talent & Human Resources

The Regional Compensation Lead for the Americas serves as the primary compensation strategist and advisor for the region, playing a pivotal role in aligning and adapting Bain’s global compensation principles to the regional and local markets, across the talent segments of Bain’s workforce. As part of Bain’s Global Compensation Center of Excellence (CoE), this leader ensures compensation frameworks are effectively designed, implemented, and managed to attract and retain top talent, while advancing Bain’s business strategy and long-term objectives.

This role partners closely with regional/local HR, global functions HRBPs, business leaders, Finance, Legal, and HRIS to design, execute, and continuously improve compensation programs that are competitive, compliant, and consistent with Bain’s culture and values.

• Serve as the regional compensation strategist, translating Bain’s global compensation philosophy and principles into market-relevant programs and practices across the Americas.
• Provide subject matter expertise on compensation related regulations across the countries within the region, including the United States, Mexico, Canada, Brazil, Argentina, Chile, Colombia and Peru.
• Provide expert guidance to HR teams and business leaders to ensure internal equity, market competitiveness, and compliance with local regulations.
• Represent regional perspectives in global program design and compensation planning discussions.
• Advise on compensation-related aspects of job architecture initiatives, including job leveling, titles, and codes.

• Adapt global benchmarking methodologies to regional/local markets and partner with Comp COE market pricing operations team as well as local/regional HR and business leaders in gathering, reviewing and analyzing market benchmarking data
• Utilize benchmark data analysis to propose/adjust market relevant compensation structures (e.g., pay ranges, pay mix models, etc.); build consensus for proposed changes and facilitate appropriate review and approvals for implementing changes.
• Partner with Compensation COE Budgeting team and Finance to inform compensation budget planning needs and ensure alignment between compensation design and fiscal strategy.
• Develop tools, models, and reports to analyze trends and assess the effectiveness of compensation programs.
• Ensure compensation structures are updated and maintained in Workday/HRIS and other relevant data files/tools
• Partner with HR, business leaders and other stakeholders to develop and manage communications of compensation structure changes
• Maintain knowledge of emerging market trends and best practices in professional services industry and more broadly

• Lead the execution of regional compensation cycles, including input into budget planning, developing and adapting compensation decision frameworks and guidance, defining system requirements and conducting readiness testing, and defining and executing governance processes (e.g., reviews and approvals)
• Partner with HRIS/Workday teams to define configuration requirements, test functionality, and optimize system performance for compensation processes.
• Manage communications, training, and tools that support HR partners and leaders during compensation reviews.
• Ensure accurate and timely execution of all compensation actions and documentation.
• Manage execution of…