Mgr-Executive

Position Overview

Perform duties in the analysis, evaluation and implementation of executive compensation programs. Serve as an internal consultant in areas of executive compensation plan design, plan management and execution.

Research, plan, develop, evaluate and implement executive salary, long-term and short-term incentive structures and pay policies.

Support alignment of plans and monitor performance to achieve business objectives.

Benchmark, model and execute compensation tools for executives including equity compensation, long-term and short-term tools.

Ensure compliance of plans with regulations related to executive compensation.

Audit executive compensation related transactions for accuracy maintaining monthly, quarterly, annual reporting supporting senior leadership.

Maintain and communicate executive compensation policies and procedures.

Perform cost analysis for current and recommended compensation programs and program design changes.

Prepare Board of Directors level communications.

Participate in assigned projects, including but not limited to; formulate timeline, coordinate resources, schedule meetings and monitor completion of tasks.

Utilize HR software and programming to gather information and generate reports; implement and test human resources technology features related to executive compensation programs.

Comply with all applicable laws/regulations, as well as company policies/procedures.

Perform other duties as required.

Disclaimer:
This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

• Bachelor’s degree or equivalent work experience in Human Resources, Finance, Mathematics, or related quantitative discipline plus five (5) years in compensation, financial analysis, statistical analysis or quantitative related experience
• Experience in design, analysis and administration of executive compensation programs
• Professional accreditation (CCP, PHR or SPHR) preferred
• Excellent consulting skills – ability to influence and negotiate with all levels of management and employees
• Demonstrated ability to handle confidential information
• Strong interpersonal skills
• Excellent verbal and written communication skills
• Knowledge of People Soft and/or Workday systems
• Proficient with various PC applications, including, but not limited to Microsoft 365 applications
• Advanced analytical and problem solving skills
• Ability to work independently, handle multiple assignments and prioritize workflow with keen attention to detail
• Thorough understanding of compensation related policies, practices, procedures and regulations
• Strong knowledge of Federal, State and local wage laws
• Demonstrated ability to evaluate and handle complex issues

None

Compensation listed reflects the pay range or pay rate reasonably expected for this position. If this opportunity includes multiple job levels, pay information represents the minimum and maximum range for all levels. Actual pay determined by job-related factors permitted by law and relevant to position, such as experience, tenure, market level, pay at the location, performance, schedule and work assignment. Eligible employees offered health, vision, and dental insurance, employee assistance program, personal/sick paid time, 401(k) retirement savings plan, bonus potential, tuition reimbursement, adoption assistance, paid parental leave, paid bereavement, employee discounts, vacation (FT only), paid holidays (FT only).

Pay Range: $ - $ per year

Fed Ex Freight is an Equal Opportunity Employer, including disabled and veterans.

If you have a disability and you need assistance in order to apply for a position with Fed Ex Freight, please call  or e-mail at AD

Fed Ex Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.