Senior Manager, Field Compensation

Job Posting:

Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in.

The Senior Manager, Field Compensation will lead plan design and execution for field and commissionable roles. The focus of this role is on the company’s field and sales associates across the United States. As a strategic and analytical problem solver, the Senior Manager will analyze P&L and sales performance data, market trends, and industry best practices to develop driven, motivating, and results-driven compensation plans for our salesforce. This position reports into the Senior Director, Field Compensation.

Ideally, this person will come from a fast-paced environment with a strategic mentality and an orientation toward process improvement and analytics. The person will be comfortable within a growing, somewhat ambiguous organizational structure and can deal with modern issues like pay transparency and evolving sales compensation priorities.

Location:

This role is approved to be fully remote and can be based anywhere in the United States.

Responsibilities:

• Lead the field compensation design process including working with leaders to understand strategic business goals, assessing the success of current incentives, proposing new incentive designs, securing final decisions and approvals, and communicating new incentives to leaders and employees.

• Identify gaps in associate technology experience and build roadmap to simplify experience for field associates.

• Partner with HR teams to optimize the use of Workday and Xactly technology for field associates.

• Design sales and field focused plans and sales incentive programs that will lead to desired behaviors while remaining fiscally strong; model and test plans to ensure profitability and desired results; offer creativity and standard processes.

• Partner with HR Operations to ensure programs can be operationalized and coordinated within the organization’s incentive and human resource management systems.

• Collaborate closely with Sales, Finance, Operations, and HR teams to align compensation initiatives with broader company goals.

• Ensure that compensation programs align with relevant legal and regulatory requirements while adhering to internal policies.

• Gain and maintain an understanding of the marketplaces the company operates within to ensure competitiveness of compensation and the ability to attract and retain top talent.

• Deliver clear and consistent communications to key partners.

• Build relationships with the external compensation community including consultants, service providers, shareholder advocates, and business professionals.

• Leverage advanced compensation management tools and technology to streamline processes, enhance accuracy, and facilitate data-driven decision-making.

Qualifications:

• Bachelor's degree or equivalent experience in human resource management, business, finance, economics, or related fields required. An MS or MBA degree is desirable.

• 7+ years of proven compensation design experience.

• Strong analytical skill, with the ability to interpret complex data and use it to drive strategic decisions.

• Experience consulting on compensation strategy, competitive pay evaluation, pay/performance links, sales compensation program design, etc.

• Knowledge of current market trends and practices.

• Proven track record of implementing creative compensation programs that align the broader employee population and senior management with shareholder value and drive achievement of strategic objectives.

• History of successful interaction and influence with all levels of partners.

• Excellent analytical and financial skills, including reduction in cost/risk and optimizing vendor structures/management.

• Success in crafting and articulating ideas and plans to both management and peers in the context of business priorities and needs.

• Able to evaluate, design, and recommend compensation programs based on market assessment and business strategy.

• Strong problem-solving capabilities, including the ability to clearly define problems, collect data (primary and secondary), establish facts, draw valid conclusions, and influence others to implement recommendations.

• Strong communication skills including conflict resolution, team management, and presentations.

Professional Characteristics:

• Authentic individual with outstanding integrity whose personal and professional values are consistent with our mission, vision, and leadership framework.

• A confident and well-prepared leader who thrives in an evolving environment as a leader inspiring change and transformation; knows how to keep messages tuned to right levels, whether with executives or more junior coworkers.

• Self-motivated; takes initiative to do further analysis when deeper insights can be achieved.

• Strength in providing leadership, engendering drive and team collaboration; able to articulate clear and relevant goals and focus people’s efforts to deliver results.

• Collaborative facilitator who develops relationships and loyalty with their colleagues across all business functions and levels.

• Forward-thinking individual with shown ability to combine reasoning, creativity, and judgment.

• Able to handle sophisticated matters with multiple initiatives going on simultaneously.

• Contribute to an atmosphere in which people work together, enthusiastically, and effectively, in producing outstanding results.

At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering not only includes benefits like health, dental, vision, paid time off, life insurance and a 401(k) with a company match, but our associates also enjoy additional meaningful and inclusive enhancements that are adaptable to their diverse situations and needs, including mental health coverage, gender affirming and family building benefits, paid parental leave, associate discounts, community involvement opportunities and more!

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Pay Range:

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Actual pay rate may vary depending upon location. The estimated pay range for this position is below. The specific rate will depend on a candidate’s qualifications and prior experience.

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Estimated Ranges displayed are Monthly for Salaried roles OR Hourly for all other roles.

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This role is Bonus or Incentive Plan eligible.

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The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability.

Ferguson Enterprises, LLC. is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity.

Equal Employment Opportunity and Reasonable Accommodation Information