Senior Manager Compensation at Advantage Solutions

Summary

Senior Manager, Compensation

The Senior Manager, Compensation will serve as a thought partner to Compensation Leadership and will be responsible for managing the design, governance, and administration of the Company’s short-term and long-term incentive programs. This includes ensuring incentive structures are competitive, aligned to business objectives, and effectively administered across the enterprise. This role also leads enterprise minimum wage strategy and oversees compensation-related control audits, ensuring organizational alignment with regulatory requirements, market trends, and internal governance standards.

Responsibilities

• Serve as a strategic advisor to the business and HR partners on pay decisions, providing advanced data analysis and actionable insights to support the development and execution of compensation strategies that align with business objectives and long-term talent needs

• In partnership with Compensation Leadership, manage the design, documentation, governance, communication, and administration of the company’s short-term and long-term commission and incentive programs

• Support ongoing coaching and education efforts on compensation principles, pay philosophy, and best practices to foster a deeper understanding of compensation strategies at all levels

• Lead, mentor, and develop a team of analysts providing guidance, prioritization, and support to drive high-quality deliverables, professional growth, and alignment with enterprise compensation strategies

• Ensure effective workload management, skill development, and collaboration within the team to support key compensation processes and initiatives

• Manage the strategy, analysis, communication, and administration of the minimum wage program, ensuring alignment with regulatory requirements, market trends, and consistent application across the organization

• Manage compensation-related control audits from design, execution, and maintenance, including managing relationships with external auditors

• Oversee payment processing for commission and incentives in compliance with company standards and approval procedures

• Contribute to the annual proxy process by validating executive compensation data, preparing compensation tables and supporting schedules, and ensuring compliance with disclosure requirements

Qualifications

• Education Requirements: Bachelor’s degree in human resources, business administration, finance, or related field (Professional certification such as CCP preferred)

• Experience Requirements: 6–8 years experience in relevant field (Compensation Management experience preferred)

• Travel requirement: No travel requirements

Supervisor ResponsibilityDirect Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resourcesIndirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Strong working knowledge of compensation principles, job architecture, pay equity analysis, and incentive administration

• Advanced proficiency in Excel and data analysis; ability to interpret complex compensation data and communicate findings effectively

• Experience with compensation market pricing platforms and related tools

• Demonstrated ability to influence and partner with senior business leaders and HR to shape and implement compensation strategies

• Strong business acumen and ability to translate compensation strategy into practical, scalable solutions

• Excellent communication and presentation skills, with the ability to coach and educate leaders on compensation principles

• Experience leading enterprise initiatives, driving process improvements, and managing multiple high-impact projects simultaneously

Job Will Remain Open Until Filled

Responsibilities

The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management and marketing services to manufacturers, suppliers and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Senior Manager, Compensation

The Senior Manager, Compensation will serve as a thought partner to Compensation Leadership and will be responsible for managing the design, governance, and administration of the Company’s short-term and long-term incentive programs. This includes ensuring incentive structures are competitive, aligned to business objectives, and effectively administered across the enterprise. This role also leads enterprise minimum wage strategy and oversees compensation-related control audits, ensuring organizational alignment with regulatory requirements, market trends, and internal governance standards.

Responsibilities

• Serve as a strategic advisor to the business and HR partners on pay decisions, providing advanced data analysis and actionable insights to support the development and execution of compensation strategies that align with business objectives and long-term talent needs

• In partnership with Compensation Leadership, manage the design, documentation, governance, communication, and administration of the company’s short-term and long-term commission and incentive programs

• Support ongoing coaching and education efforts on compensation principles, pay philosophy, and best practices to foster a deeper understanding of compensation strategies at all levels

• Lead, mentor, and develop a team of analysts providing guidance, prioritization, and support to drive high-quality deliverables, professional growth, and alignment with enterprise compensation strategies

• Ensure effective workload management, skill development, and collaboration within the team to support key compensation processes and initiatives

• Manage the strategy, analysis, communication, and administration of the minimum wage program, ensuring alignment with regulatory requirements, market trends, and consistent application across the organization

• Manage compensation-related control audits from design, execution, and maintenance, including managing relationships with external auditors

• Oversee payment processing for commission and incentives in compliance with company standards and approval procedures

• Contribute to the annual proxy process by validating executive compensation data, preparing compensation tables and supporting schedules, and ensuring compliance with disclosure requirements

Qualifications

• Education Requirements: Bachelor’s degree in human resources, business administration, finance, or related field (Professional certification such as CCP preferred)

• Experience Requirements: 6–8 years experience in relevant field (Compensation Management experience preferred)

• Travel requirement: No travel requirements

Supervisor ResponsibilityDirect Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resourcesIndirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Strong working knowledge of compensation principles, job architecture, pay equity analysis, and incentive administration

• Advanced proficiency in Excel and data analysis; ability to interpret complex compensation data and communicate findings effectively

• Experience with compensation market pricing platforms and related tools

• Demonstrated ability to influence and partner with senior business leaders and HR to shape and implement compensation strategies

• Strong business acumen and ability to translate compensation strategy into practical, scalable solutions

• Excellent communication and presentation skills, with the ability to coach and educate leaders on compensation principles

• Experience leading enterprise initiatives, driving process improvements, and managing multiple high-impact projects simultaneously

Environmental & Physical Requirements

Office / Sedentary Requirements Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically requires the ability to sit for extended periods of time (66%+ each day), ability to hear the telephone, ability to enter data on a computer and may also require the ability to lift up to 10 pounds.

Additional Information Regarding Advantage Solutions Job Duties and Job Descriptions Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job position or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by the law.

Any estimate, schedule, or guideline provided to associates in this job description or elsewhere in connection with their jobs is only intended to help describe job duties and for planning purposes. Regardless of any such estimate, schedule, or guideline, associates must always record all time worked for our company (which includes but is not limited to on-site work time in an assigned store, office, or other work location; required waiting time; administrative time; and work-related travel time).

Important Information

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of associates so classified.

The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by the law.