Sr Manager, Wage & Hour Compliance and Risk

Sr Manager, Wage & Hour Compliance and Risk We are excited to announce an opening for a talented Senior Manager, Wage & Hour Compliance and Risk to drive strategy and execute on high priority projects for the Compensation Delivery team. We are a team of Total Rewards leaders who bring a data-driven approach to compensation that is designed to unleash greatness in our associates. We are looking for proven leadership candidates who are result-driven, flexible, and detail-oriented, with the ability to manage multiple initiatives in a fast-paced environment.  Our team is responsible for delivering a well-managed compensation process and experience for our associates and ensuring there is adequate governance and controls through appropriate risk management all while supporting our business partners and associates with their compensation-related requests and inquiries.  We are searching for a candidate who can optimize and maintain the company’s Fair Labor Standards Act (FLSA) role classification methodology and wage & hour compliance globally. The candidate would be expected to deliver timely results, improve existing processes, and provide a superb stakeholder experience while ensuring that we are operationally efficient and meeting the needs of the function. Do you want to work in a business-casual, collaborative environment where your contributions are recognized, successes are elevated, and effort is rewarded? If you have a passion for continuous improvement and want your work to directly impact the experience of our associates, then this is the role for you. In this role you will: Define the scope, timelines, and priorities for conducting ongoing role assessments in partnership with internal stakeholders and legal counsel Oversee the fact-finding process of role assessments, which includes examining job descriptions, organizational charts, and job family structures, as well as interviewing managers to understand the duties and responsibilities of roles.  Map actual expectations and duties against FLSA exemption criteria and document classification results in a centralized repository Anticipate and adapt to the evolution of role structures driven by technological advancements, by leading complex classification projects and analysis to ensure compliance methodologies remain forward-thinking and responsive to changing work environments. Exercise independent judgment and discretion to analyze the ongoing effectiveness of classification methodologies, proactively pivot strategies, provide compliance recommendations, and engage Legal, HR, and business stakeholders to ensure alignment on outcomes. Ensure project artifacts and communications are documented appropriately. Partner closely with In-house and Outside Legal Counsel on role classification determinations and clearly and thoroughly communicate classifications. Drive monthly compliance accountability by leading a cross-functional governance steering committee composed of Compensation, Legal, HR Risk, Payroll, and Associate Relations.  Lead monthly business reviews to job classification progress, time-tracking trends, and local/international legislation shifts.  Enhance stakeholder education and communication by implementing more robust FLSA standard training for HRBPs, Compensation professionals, and line managers.  Leverage problem solving and influencing skills to ensure project plans deliver on intent Build relationships and collaborate with key stakeholders to ensure delivery of commitments. Interact and communicate regularly with key stakeholders at all levels across HR to manage, inform and influence outcomes.   We want you if you are:  Intellectually Curious. You’re comfortable with ambiguity, have a passion for learning, and for seeking out new challenges or new technologies. Influential Communicator. You’re comfortable influencing a group of stakeholders and peers as well as communicating clearly to partners. You can be open to different communication