Job Details

Description

We are a leading global spine and orthopedics company with a premier portfolio of biologics, innovative spinal hardware, bone growth therapies, specialized orthopedic solutions and a leading surgical navigation system. Our combined company is over 1,600 strong, with products distributed in 68 countries worldwide and a global R&D, commercial and manufacturing footprint, and this is just the beginning!

Come join our global team of dedicated professionals who through their extraordinary efforts demonstrate every day their commitment to our mission of improving the lives of patients. At SeaSpine and Orthofix our culture is built around Integrity and the core beliefs we live by: Exceed Expectations, Work Together, Be Respectful, Get Lean and Have Fun!

How you will make a difference:

The Manager, Global Compensation serves as a strategic partner and key contributor to the company’s success by designing, implementing, and managing competitive compensation programs on a global scale that attract, retain, and motivate top talent. This role is responsible for ensuring that the company’s compensation practices align with business objectives, market trends, and legal requirements while fostering a culture of performance, equity, and employee satisfaction. By leveraging deep expertise in compensation management and HRIS systems, the Global Compensation Manager will contribute to the company’s overall success by promoting employee satisfaction, engagement, and performance.

 This position partners with Human Resources leadership serving as the compensation resource and single point of contact for all compensation-related needs. The Manager, Global Compensation implements and maintains HR technology infrastructure, maintains the compensation process, ensuring competitiveness and alignment to SeaSpine’s Total Rewards strategy and legal requirements.

This role can be a remote position or based near our corporate offices in Carlsbad, CA or Lewisville, TX.

Your key responsibilities:

• Develop and implement global compensation policies and practices, taking into account regional market trends, legal requirements, salary structures, short and long-term incentive plans, and equity-based compensation plans to support the company’s overall compensation strategy.
• Collaborate with the Talent Acquisition team to develop and implement compensation packages for new hires, ensuring offers are competitive, equitable, and aligned with company guidelines and market practices.
• Partner with local HR teams and country managers to gather and analyze international compensation data, ensuring that compensation decisions are based on accurate and up-to-date information reflecting regional market conditions.
• Provide guidance and support to HR and management teams on compensation-related issues, including job evaluations, promotions, transfers, and other compensation adjustments.
• Collaborate with HR and leadership teams to analyze job roles and responsibilities, review and update job descriptions, and establish appropriate salary grades and pay scales.
• Oversee the annual salary review and bonus processes, ensuring consistency, fairness, and alignment with company objectives and budgetary guidelines.
• Conduct regular market research and benchmarking to ensure that our compensation offerings remain competitive within our industry and regions in which we operate.
• Coordinate with global mobility, tax, and legal teams to address compensation-related complexities and compliance requirements arising from international assignments and cross-border employment situations.
• Coordinate the company’s participation in relevant compensation surveys, accurately gathering, analyzing, and submitting compensation data in a timely manner while adhering to survey guidelines and ensuring the confidentiality of sensitive information.
• Partner with HRIS and Finance teams to ensure accurate and timely processing of all compensation actions, including salary changes, bonuses, and equity grants.
• Leverage Workday HRIS reporting and analytics capabilities to generate insights on compensation trends, patterns, and performance, supporting data-driven decision-making and continuous improvement of the company’s compensation strategy.
• Ensure compliance with all applicable global pay data reporting requirements by accurately collecting, analyzing, and reporting employee compensation data, while collaborating with HR, Legal, and IT teams to maintain the confidentiality and security of sensitive information.

Who you are:  

Minimum Qualifications

• BS/BA degree in Business Administration, HR Management or related field, or comparable professional experience.
• Minimum of 5 years of experience in compensation management, preferably in a similar industry.
• Strong knowledge of compensation principles, concepts, and best practices, including base pay, variable pay, and equity compensation.
• Advanced reporting skills using Excel and HR Information Systems.
• Familiarity with applicable federal, state, and local compensation laws and regulations.
• Excellent analytical, problem-solving, and decision-making skills, with the ability to analyze complex data and develop actionable insights and recommendations.
• Strong interpersonal and communication skills, with the ability to effectively collaborate with diverse teams and communicate complex compensation concepts to non-experts.
• Knowledge of job evaluation methodologies, such as Compa-ratio, job classification, and market pricing, to ensure the accurate and consistent determination of job levels and pay ranges.
• High level of integrity and discretion in handling sensitive and confidential information.
• Proven experience in project management, with the ability to lead compensation-related projects from inception to completion while managing timelines, resources, and stakeholder expectations.
• Demonstrated commitment to ongoing professional development, staying current with industry trends, best practices, and regulatory changes through participation in relevant courses and professional associations.
• Experience in change management, with the ability to effectively communicate and implement compensation-related changes that impact employees and managers.

Preferred Qualifications

• Master’s degree
• CCP or CECP preferred
• SPHR
• Leadership Certification(s)
• Experience working with geographically dispersed teams and understanding of global compensation practices, particularly in multinational or matrixed organizations.
• Strong negotiation and influencing skills, with the ability to build consensus and drive decision-making among cross-functional teams and leadership.
• Experience with data visualization tools and techniques to effectively present compensation-related data and insights to HR, management, and executive stakeholders.
• Knowledge of benefits administration and total rewards strategy, with the ability to integrate compensation programs with other HR initiatives to drive employee satisfaction and performance.
• Medical device industry experience highly preferred.

Physical Requirements / Adverse Working Conditions

The physical requirements listed in this section include, but are not limited to the motor/physical abilities, skills, and/or demands required of the position in order to successfully undertake the essential duties and responsibilities of this position.  In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to allow qualified individuals with a disability to perform the essential functions and responsibilities of the position.

No additional physical requirements or essential functions for this position. 

The anticipated salary for this position is $111,240 to $135,050 per year, plus bonus, based on performance and benefits. The final pay offered to a successful candidate will be dependent on several factors that may include but are not limited to the type and years of experience within the job, the type and years of experience within the industry, education, etc.

We are committed to providing equal employment opportunities to all employees and applicants without regard to race (including traits historically associated with race, such as hair texture and protective hairstyles, including braids, locks, and twists), ethnicity, religion, religious creed (including religious dress and grooming practices), color, caste, sex (including childbirth, breast feeding, and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age (40 and over), protected medical condition (including cancer and genetic conditions), genetic information, disability (mental and physical), reproductive health decision-making, medical leave or other types of protected leave (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act), domestic violence victim status, political affiliation, or any other protected status in accordance with all applicable federal, state, and local laws.

 This policy extends to all aspects of our employment practices including, but not limited to, recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.