Compensation Senior Manager

At Allstate, great things happen when our people work together to protect families and their belongings from life’s uncertainties. And for more than 90 years our innovative drive has kept us a step ahead of our customers’ evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection. 

Job Description

The Compensation Senior Manager is responsible for the overall delivery of core compensation initiatives to internal clients by applying professional judgement, knowledge, and experience. In their work, the Compensation Senior Manager will focus on the management of compensation strategy and leading compensation project-related work. The individual will manage one or more teams and will contribute to the overall strategy of the Compensation department.

Key Responsibilities:

• Leads compensation design and options related to broad-based, sales, specialty, and/or international compensation.
   
• Directs the analyses of quantitative and qualitative analysis from trend data to draw conclusions to support drive business results.
   
• Directs the development of compensation practices/policies that are cost effective, competitive, and assist in attracting/retaining/motivating quality employees; Stays current on external market trends and economic data that affects compensation practices.
   
• Manages and provides influence with client groups to institutionalize compensation philosophies and provide ongoing consultation.
   
• Collaborates and leads others in key business and/or functional initiatives.
   
• Provides direction and guidance for direct reports and independently determines approach to manage projects/teams.
   
• Manages the development and implementation of key technology initiatives and enhancements.
   
• Directs the analyses and reporting of compensation trends and makes recommendations on compensation practices.
   
• Oversees enterprise-wide communication strategies and cross functional projects.
   
• Oversees compensation functions such as job evaluation, benchmarking, and competitive analysis.

Education:

• 4-year bachelor’s degree (Preferred)

Experience:

• 10 or more years of experience (Preferred)

Supervisory Responsibilities:

• This job has supervisory duties.

Functional Skills:

• Data Interpretation and Trend Analysis: Ability to analyze quantitative and qualitative data, recognize trends, and make evidence-based recommendations to optimize compensation practices. (Required)
• Financial Analysis: Expertise in developing compensation structures, incentive plans, and salary bands aligned with market data, organizational goals, and job functions. (Required)
• Stakeholder Consultation and Influence: Skilled in engaging and influencing business leaders and client groups to drive buy-in on compensation philosophies and practices. (Required)
• Pay Equity Analysis and Strategy: Ability to use statistical methods and analytical tools to track compensation distribution and ensure consistency across roles and locations. (Preferred)

Education & Experience (in lieu):

• In lieu of the above education requirements, an equivalent combination of education and experience may be considered.

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Skills

Business Management, Compensation Structures, Data Interpretations, Financial Analysis, HR Compensation, Market Trends, Pay Equity Analysis, People Management, Stakeholder Relationship Management, Strategic Planning, Trend Analysis

Compensation

Compensation offered for this role is $112,000.00 - 196,750.00 annually and is based on experience and qualifications.

The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn’t just a job — it’s an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. And one where you can impact the future for the greater good.  

You’ll do all this in a flexible environment that embraces connection and belonging. And with the recognition of several inclusivity and diversity awards, we’ve proven that Allstate empowers everyone to lead, drive change and give back where they work and live. 

Good Hands. Greater Together.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

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