Compensation Manager II (including Sales Incentive)

Investing in You, join a 100-year-old, family-owned leader in Ag - and grow with us!Wilbur-Ellis invests heavily in our employees by offering skill development and training, competitive compensation and benefits, and a tradition of promoting from within for a broad range of career opportunities. And we foster a supportive, people-first work environment."We know the confidence gap can get in the way of meeting spectacular candidates, so please don't hesitate to apply - we'd love to hear from you."We are seeking a highly analytical and strategic Manager, CompensationII to join our People & Culture team. This role will be instrumental in designing, implementing, and optimizing compensation programs that align with our business objectives and talent strategy. As a working manager, this individual will balance hands-on data analytics with leadership responsibilities, ensuring compensation programs are market-competitive, compliant, and effectively communicated.The ideal candidate will bring deep expertise in data analytics, sales and long-term incentive programs, and compensation strategy. They will be highly organized, adept at managing multiple priorities, and capable of preparing executive and board-level materials. This role is remote, with a preference for Denver-based candidates, and may require occasional in-office presence.Key Responsibilities:Lead and executecompensation programs, including base pay, short-term incentives, sales incentives, and long-term incentive plans.Provide deep data analytics and insightsto inform compensation strategy and decision-making.Develop and prepare board-level materialsrelated to compensation strategy, incentive plans, and compensation trends.Partner with People & Culture and business leaders to design competitive, scalable compensation solutionsthat support talent acquisition, retention, and business goals.Conduct market benchmarking and participate in compensation surveysto ensure competitive pay practices.Manage and maintain the job catalog, job evaluations, and career framework, ensuring consistency and market alignment.Ensure compliancewith FLSA, federal, and state regulations, and conduct internal equity audits.Lead the administration of annual merit, bonus, and sales incentive processes, including communication and system support.Optimize and streamline compensation processes, leveraging technology and automation where possible.Provide ad hoc compensation analyses, recommend corrective actions, and support reorganization or process improvement initiatives.Mentor and developcompensation team members as the function grows.Key Qualifications & Skills:Bachelor's degreein HR, Business, Finance, or a related field.10+ years of experiencein compensation, with at least 2+ years in a leadership or managerial capacity.Proven experience with complex data analytics, financial modeling, and compensation structures.Expertise in sales incentive programs and long-term incentive plans, specifically phantom stock programs.Strong project management skills, with the ability to juggle multiple priorities efficiently.Advanced proficiency in Excel (vlookups, pivot tables, complex formulas)and data visualization tools.Experience with HRIS systems, Workday preferredExperience preparing and presenting executive-level reports.Strong communication and interpersonal skills, with the ability to influence stakeholders and drive strategic initiatives.Ability to work independently and collaboratively in a fast-paced environment.Compensation and Benefits:In compliance with all states and cities requiring transparency of pay, the base compensation for this position ranges from $108,000 - $151,220 annually.Note that wages may vary based on location, skills, and experience.