Sig Sauer
Compensation Manager
Sig Sauer, Newington, New Hampshire, United States,
Description
SIG SAUER, Inc . is a leading provider and manufacturer of firearms, electro-optics, ammunition, air guns, suppressors, remote controlled weapons stations, and training. For over 250 years SIG SAUER, Inc. has evolved, and thrived, by blending American ingenuity, German engineering, and Swiss precision. Today, SIG SAUER is synonymous with industry-leading quality and innovation which has made it the brand of choice amongst the U.S. Military, the global defense community, law enforcement, competitive shooters, hunters, and responsible citizens. Additionally, SIG SAUER is the premier provider of elite firearms instruction and tactical training at the SIG SAUER Academy. Headquartered in Newington, New Hampshire, SIG SAUER has over 3,200 employees across twelve locations in three states and is a certified Great Place to Work. For more information about the company and product line visit: sigsauer.com.
Position Summary:
We are seeking a skilled and detail-oriented Compensation Manager to join our HR team at our Corporate Headquarters in Newington, New Hampshire.
The Compensation Manager will play a key role in analyzing compensation programs, ensuring they are competitive, fair, and aligned with our company's strategic goals. This role requires a strong understanding of compensation practices and principles.
FLSA: Exempt
Job Duties and Responsibilities:
Design, implement, and manage compensation programs, including base pay, incentives, bonus and sales plans, equity plans and other compensation elements, ensuring alignment with company objectives.
Conduct market pricing and benchmarking studies to ensure our compensation packages are competitive within the industry and region.
Analyze compensation data and trends to provide insights and recommendations to HR leadership and management teams.
Conduct job evaluations, including the creation and maintenance of job descriptions, to ensure roles are properly classified and compensated.
Participate in salary surveys where required
Ensure compensation practices are compliant with federal, state, and local regulations, as well as company policies.
Utilize UKG/HRIS technology to manage compensation processes, including data input, reporting, and analysis. Provide support and training to HR team members on UKG/HRIS as it relates to compensation tools as needed.
Coordinate the annual salary review process and bonus process, including merit increases, promotions, and adjustments, in collaboration with HR and department leaders.
Generate and analyze compensation reports to support decision-making, identifying trends, risks, and opportunities for improvement.
Partner with HR Business Partners, Finance, and departmental leaders to ensure compensation strategies support business objectives and employee retention.
Miscellaneous duties as assigned.
Education/Experience & Skills:
Bachelors degree in Human Resources, Business Administration, Finance, a related field; or related experience and/or training; or equivalent combination of education and experience.
7 - 10 years of experience in compensation analysis or related HR role.
Proficiency in compensation tools, MS Office products, and HRIS systems.
Strong understanding of compensation principles, market pricing, job evaluation methods, and compliance requirements.
Excellent data analysis skills with the ability to interpret complex data and make informed decisions.
High level of accuracy and attention to detail in all aspects of work.
Ability to identify issues and develop effective solutions in a timely manner.
CCP, CMS, GRP or similar certification preferred
Working C onditions:
Prolonged periods of sitting at a desk and working at a computer using a keyboard and mouse performing repetitive tasks.
Ability to open file cabinets, reach with hands and arms, bend, and twist, lift and move files.
Ability to lift up to 25 pounds.
Must wear required Personal Protective Equipment (PPE) where required.
Must comply with all work exposure EH&S training requirements and adhere to SIG SAUER Inc. Security Mandates.
SIG SAUER, Inc . provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of 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. 41 CFR 60-1.35(c)
SIG SAUER, Inc . is a leading provider and manufacturer of firearms, electro-optics, ammunition, air guns, suppressors, remote controlled weapons stations, and training. For over 250 years SIG SAUER, Inc. has evolved, and thrived, by blending American ingenuity, German engineering, and Swiss precision. Today, SIG SAUER is synonymous with industry-leading quality and innovation which has made it the brand of choice amongst the U.S. Military, the global defense community, law enforcement, competitive shooters, hunters, and responsible citizens. Additionally, SIG SAUER is the premier provider of elite firearms instruction and tactical training at the SIG SAUER Academy. Headquartered in Newington, New Hampshire, SIG SAUER has over 3,200 employees across twelve locations in three states and is a certified Great Place to Work. For more information about the company and product line visit: sigsauer.com.
Position Summary:
We are seeking a skilled and detail-oriented Compensation Manager to join our HR team at our Corporate Headquarters in Newington, New Hampshire.
The Compensation Manager will play a key role in analyzing compensation programs, ensuring they are competitive, fair, and aligned with our company's strategic goals. This role requires a strong understanding of compensation practices and principles.
FLSA: Exempt
Job Duties and Responsibilities:
Design, implement, and manage compensation programs, including base pay, incentives, bonus and sales plans, equity plans and other compensation elements, ensuring alignment with company objectives.
Conduct market pricing and benchmarking studies to ensure our compensation packages are competitive within the industry and region.
Analyze compensation data and trends to provide insights and recommendations to HR leadership and management teams.
Conduct job evaluations, including the creation and maintenance of job descriptions, to ensure roles are properly classified and compensated.
Participate in salary surveys where required
Ensure compensation practices are compliant with federal, state, and local regulations, as well as company policies.
Utilize UKG/HRIS technology to manage compensation processes, including data input, reporting, and analysis. Provide support and training to HR team members on UKG/HRIS as it relates to compensation tools as needed.
Coordinate the annual salary review process and bonus process, including merit increases, promotions, and adjustments, in collaboration with HR and department leaders.
Generate and analyze compensation reports to support decision-making, identifying trends, risks, and opportunities for improvement.
Partner with HR Business Partners, Finance, and departmental leaders to ensure compensation strategies support business objectives and employee retention.
Miscellaneous duties as assigned.
Education/Experience & Skills:
Bachelors degree in Human Resources, Business Administration, Finance, a related field; or related experience and/or training; or equivalent combination of education and experience.
7 - 10 years of experience in compensation analysis or related HR role.
Proficiency in compensation tools, MS Office products, and HRIS systems.
Strong understanding of compensation principles, market pricing, job evaluation methods, and compliance requirements.
Excellent data analysis skills with the ability to interpret complex data and make informed decisions.
High level of accuracy and attention to detail in all aspects of work.
Ability to identify issues and develop effective solutions in a timely manner.
CCP, CMS, GRP or similar certification preferred
Working C onditions:
Prolonged periods of sitting at a desk and working at a computer using a keyboard and mouse performing repetitive tasks.
Ability to open file cabinets, reach with hands and arms, bend, and twist, lift and move files.
Ability to lift up to 25 pounds.
Must wear required Personal Protective Equipment (PPE) where required.
Must comply with all work exposure EH&S training requirements and adhere to SIG SAUER Inc. Security Mandates.
SIG SAUER, Inc . provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of 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. 41 CFR 60-1.35(c)