Compensation Manager

Location: Human Resources, Milford, IN
Salary: Starting at $115,000

For over 60 years, Maple Leaf Farms has been a leader in the duck industry, rooted in tradition and driven by innovation. Our commitment to excellence extends from our ethical treatment of ducks to our sustainable farming practices. We're proud to offer a diverse range of duck products, from classic cuts to innovative creations, inspiring culinary adventures in kitchens and restaurants worldwide. Join our family and be part of a team dedicated to delivering top-quality products while fostering a supportive and inclusive work environment. At Maple Leaf Farms, your passion for food and commitment to excellence are celebrated every day.

At Maple Leaf Farms, our employees are our greatest asset, which is why we care about you and your family's wellbeing. Our company offers a full range of benefits and perks, including but not limited to:

• Medical, Dental, and Vision Insurance
• 401K Retirement Plans
• FSA & HSA
• Paid Time Off (PTO)
• Wellness Programs
• Employee Assistance Program (EAP)
• Additional Discounts

JOB SUMMARY:
Position is accountable for designing and implementing effective compensation strategies and talent development programs for Maple Leaf Farms, Inc., including all remote locations. In this position you will be responsible for analyzing market trends, keeping the compensation structure updated to ensure its integrity, and developing initiatives to enhance employee engagement and performance.

ESSENTIAL DUTIES:

• Serves as a strategic HR Business Partner to all company management and Human Resources leadership.
• Responsibilities include planning, organizing, and managing the compensation strategy and talent development activities at the company and the outlying facilities within the assigned customer group.
• Maintain strong relationship between employer and employees.
• Manages, collaborates, and supports the management team with the organization’s compensation strategy development:
  • Conduct comprehensive analyses of market compensation trends to ensure the competitiveness of our compensation packages.
  • Design and implement effective compensation strategies that align with organizational goals and budgetary constraints.
  • Regularly review and update compensation policies and practices to maintain competitiveness and compliance with relevant regulations.
• Manages, collaborates, and supports the management team with compensation planning & administration:
  • Supports the annual compensation planning process, including budget allocation, salary structure adjustments, and incentive program design.
  • Collaborate with HR management team and MLF leadership to ensure fair and equitable compensation decisions.
  • Manage the administration of compensation programs, including salary benchmarking, job descriptions, job evaluations and incentive plan calculations.
• Develops, Manages, collaborates, and supports the management team with company talent programs:
• Develop and implement talent development programs to support the growth and retention of high-potential employees.
• Identify training and development needs across the organization and design initiatives to address skill gaps and enhance employee capabilities.
• Partner with HR management team and department leaders to create career development plans and succession strategies for key talent.
• Collaborate, support and train staff in the organization’s performance management program:
  • Support the design and implementation of performance management processes, including goal setting, performance evaluations, and feedback mechanisms.
  • Provide guidance and training to managers and employees on performance management best practices.
  • Analyze performance data to identify trends and areas for improvement and make recommendations for adjustments to performance programs.
• Collaborate and support HR management team with the development and implementation of initiatives to enhance employee engagement, including recognition programs, employee surveys and feedback mechanisms.
• Collaborate with cross-functional teams to foster a culture of appreciation and recognition for employee contributions.
• Develop and monitor employee satisfaction metrics and action plans to address areas of concern.
• Actively participates and attends department or committee meetings, providing input toward department goals and objectives, while providing recommendations on departmental best practices and process improvement initiatives that will promote efficiency.
• Perform other related duties as required or assigned.

JOB SPECIFICATIONS:
Experienced with managing and supporting the HR activities and initiatives around compensation and talent development within a multi-location environment; ability to provide exceptional support and guidance while becoming a trusted resource and building effective partnerships within each of locations throughout the organization. Ability to listen and solve problems calmly, objectively, and effectively with solid reasoning to be able to make good decisions; great with project management, prioritization, managing details, and follow-through, with an excellent ability to research, develop and recommend new practices/policies or processes that can drive the business forward.

• Technology: Experienced with HRIS applications and ability to learn proprietary software required; Proficiency in Microsoft Office products including Excel, Word, Outlook, and PowerPoint required. Exposure to UKG Dimensions and UltiPro a plus.
• Leadership/Behaviors: Demonstrates a high customer-service and supportive personality with a strength in educating others towards best practices; passionate about creating enhanced solutions targeted towards business goals; forward thinking, with the ability to be discrete with confidential information; collaborative and resourceful; self-directed and comfortable working within a broad set of guidelines. Advises managers of obstacles and makes recommendations on thoughtful options; Flexible and adaptable.
• Language: Excellent verbal and written skillset; able to present and train leaders on new HR policies/programs. Bilingual is a plus, but not required.
• Education: Bachelor’s Degree in Business, Organizational Leadership, HR or equivalent combination of education and experience preferred.
• Experience: 5+ years of progressive experience within human resources, managing various HR functions in a complex multi-location, operations environment.
• Certification(s): CCP, SHRM-CP or PHR preferred
• Culture Match Behaviors: Professional in appearance, polished in professional behaviors, assertive/strong influencer to lead changes within diverse departments and groups, who is accountable, fact and compliance driven, employee-focused, and team-oriented to create engagement and enhancements within the related HR department areas. Experience in poultry or agricultural operations is extremely helpful.