About the role

Compensation Manager leading merit, equity, bonus, and pay-equity programs across the US and Canada. Supporting RB Global's global commercial asset marketplace through compensation strategy and governance.

Responsibilities

Develop, implement, and manage RB Global's compensation strategy and programs
Lead annual merit, equity grant, promotion, and incentive bonus programs for the US and Canada
Manage the Annual Incentive Plan, including eligibility, target setting, payout calculations, accruals, and communications
Design and maintain country-specific salary structures and ranges
Design and evaluate short-term incentive programs
Own salary survey participation and market pricing, including survey submissions, job matching, and data cuts
Deliver offer, promotion, and equity-adjustment recommendations
Run pay equity analyses and build compensation reporting and dashboards
Build and maintain job architecture, including job families, levels, leveling guides, and title conventions
Manage job mapping and benchmarking processes
Maintain compensation decision rights and approval matrices
Ensure compliance with US and Canadian compensation requirements
Partner with Internal Audit and Payroll on controls, audits, and remediation
Advise People Business Partners and leaders on pay decisions, retention cases, and organizational changes
Support severance, M&A, and integration work
Create manager and employee materials explaining compensation
Lead, coach, and develop a team of three compensation professionals
Standardize processes, templates, and documentation across both countries
Act as escalation point for complex compensation questions and cases

7+ years of progressive compensation experience
At least 2 years leading or mentoring others
Hands-on experience running annual merit and incentive cycles for a workforce in both the US and Canada
Strong market research, analysis and pricing skills with major survey providers such as WTW, Mercer, and Radford
Experience designing incentive programs, including annual bonus and equity or long-term incentive plans
Working knowledge of US and Canadian compensation regulation, including FLSA, provincial exemption rules, pay transparency, and pay equity laws
Advanced Excel and data analysis skills
Experience with an HRIS compensation module such as Workday
Outstanding communication, influencing, interpersonal, management, and conflict resolution skills, with executive-level credibility
Strong project management, change management, and organizational skills
Ability to implement best-practice People policies and processes at scale
Flexibility and ability to adapt to a fast-paced culture, changing environments, and shifting priorities
Preferred: experience supporting compensation outside North America, building or rolling out job architecture or leveling frameworks, sales incentive plans or M&A integration, and publicly traded company compensation work