Imagine working at the forefront of innovation in fluid-flow technology, with over 1,400 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.

As part of our team, you'll be immersed in an environment that fosters growth, creativity, and collaboration. Here, you'll have the opportunity to push boundaries, tackle exciting challenges, and develop cutting-edge solutions that promote energy efficiency and reduce environmental impact. Every day offers the chance to make a meaningful contribution to a more sustainable future, driving innovations that help lower global carbon footprints. Together, were creating a legacy that goes beyond businessone thats changing the world for the better.

In this role, The Total Rewards and HR Systems Lead manages compensation and benefits programs, job architecture, and HR systems globally, ensuring alignment with strategic objectives, competitive market practices, and compliance with regulations, to drive organizational performance, employee satisfaction, and long-term profitability.

Key Accountabilities

1) Oversee and Manage Compensation Programs

• Lead the annual merit increase process for shop floor employees, office staff, and executives.
• Develop and refine compensation programs, including merit processes, sales incentives, and variable pay structures, ensuring their effectiveness in driving performance.
• Validate and process compensation adjustments, ensuring accuracy, compliance, and timely payroll submission.
• Conduct compensation benchmarking, collecting market intelligence and securing leadership approval for survey methodologies.
• Secure buy-in from key leadership stakeholders, including the Global Director of OC, sales, service, country leadership teams, and the Chairman, ensuring proper approvals for program rollouts.
• Develop and execute comprehensive communication plans to educate employees and key stakeholders about compensation policies and updates, ensuring transparency in merit and incentive structures.
• Collaborate with sales, finance, and leadership teams to maintain competitive and equitable compensation structures.
• Ensure compliance with local labor laws, tax regulations, and corporate policies in all compensation programs.

2) Develop and Implement Job Architecture Framework [Job Accountability]

• Conduct in-depth job analysis to identify distinct roles across the organization and develop clear, accurate job descriptions.
• Establish a structured job evaluation process, assigning numerical values and determining the relative worth of positions within the company hierarchy.
• Develop a job banding and grading framework to provide transparency in career progression, salary structures, and internal equity.
• Ensure alignment with pay equity regulations, particularly in key markets like Canada and the UK, conducting audits and adjustments as necessary.
• Collaborate with HR business partners and department leaders to maintain global consistency in job architecture.
• Conduct due diligence and compliance reviews with regional teams and legal consultants to ensure job architecture frameworks align with local employment laws and pay equity standards.

3) Administer and Benchmark Compensation & Benefits

• Conduct global compensation benchmarking with external consultants and regional teams.
• Determine appropriate peer groups for benchmarking salary structures, benefits, and incentive plans, ensuring that pay practices remain competitive.
• Analyze survey results to inform decisions on merit increases, total compensation structures, and adjustments to pay-mix strategies.
• Maintain a balance between competitive compensation offerings and budgetary constraints by assessing financial feasibility and business impact.
• Develop and maintain internal documentation detailing benchmarking methodologies, compensation rationales, and executive summary reports for decision-making purposes.
  

4) Oversee Benefits and Policy Governance

• Support regional HR teams in administering employee benefits programs, ensuring alignment with corporate policies and compliance with local labor laws.
• Engage with consultants to evaluate and negotiate benefits offerings, balancing cost and employee satisfaction.
• Manage vendor relationships globally, overseeing benefits benchmarking and contract negotiations.
• Ensure leadership vision is incorporated into benefits structures, aligning programs with strategic priorities like flexibility and evolving employee preferences.
• Develop employee communication strategies for benefits updates, including training materials and regional HR support initiatives.
• Lead the creation of training materials for benefits programs, including videos, presentations, and FAQs, ensuring regional teams are adequately trained.

5) Lead HR Systems and Process Optimization

• Manage HR systems related to compensation and benefits, ensuring seamless integration with payroll, learning platforms, and broader IT systems.
• Optimize HRIS (BambooHR) functionalities to improve efficiency in data entry, payroll processing, and reporting.
• Ensure HR systems are adequately supporting regional teams in managing compensation, benefits, and employee data effectively.
• Ensure proper integration between HR systems and IT infrastructure, defining data flows between HR systems, payroll, and employee-facing portals.
• Oversee data analytics and reporting functionalities, ensuring HR systems generate accurate and relevant reports for senior management decision-making.
• Identify and implement automation opportunities for compensation-related workflows, such as merit increase calculations and incentive payout processing, reducing manual effort and minimizing errors

6) Maintain and Organize Compensation and HR Data

• Oversee secure storage of compensation and benefits data, ensuring compliance with privacy regulations.
• Maintain detailed records of historical compensation structures, market benchmarking results, and total rewards adjustments for audit and reference purposes.
• Provide data-driven insights and reporting to support compensation decision-making, utilizing analytics to identify trends and areas for improvement.
• Develop comprehensive employee handbook, ensuring clarity in total rewards policies, compensation structures, and benefits.

What Were Looking For

To thrive in this role, you should bring:

Education and Experience

• Bachelors Degree in Finance, Economics, Engineering, or related field.
• Masters in Business Administration (MBA) or a Masters in Human Resources Management is required.
• Certification in Job Analysis or Evaluation processes is required.
• CHRP (Certified Human Resources Professional), CPHR (Chartered Professional in Human Resources) or any related designation is a plus.
• Certified Compensation Professional (CCP) certification is a plus.
• Minimum 10 years of experience, with at least 5 years working in Total Rewards.
• 2-3 years of experience managing end-to-end compensation cycles (at least 3 cycles).
• At least 1 year of experience with HR systems management, preferably BambooHR or other large HRIS (Human Resources Information System).
• Proven experience in managing key stakeholders and interfacing with senior leadership (e.g., CHRO, CEO, CFO).

Technical Skills

• Proficiency in Microsoft Office 365, including advanced Excel skills.
• Knowledge on Power BI and familiarity with analytics tools (e.g., R, Python).
• Strong presentation, analytical, and quantitative skills.
• Project management expertise, with a proven ability to lead cross-functional initiatives.
• Knowledge of designing incentive plans and compensation structures in manufacturing.
• Familiarity with local data compliance, data privacy laws, and regional labor and pay regulations.
• In-depth understanding of compliance laws affecting HR policies, processes, and systems.
• Exposure to local regulations (e.g., pay equity) and global markets preferred.

Soft Skills

• Strong verbal and written communication skills, with strong presentation abilities and the capacity to engage and influence senior leadership and key stakeholders.
• Adept at problem-solving and conflict management, simplifying complex issues, and providing actionable recommendations.
• Highly detail-oriented with a strategic mindset, capable of aligning organizational objectives with Total Rewards programs.
• Proactively addresses workforce challenges with data-driven solutions and strategic decision-making.
• Demonstrated ability to multitask, prioritize effectively, and navigate shifting business needs with agility.
• Excellent interpersonal and negotiation skills, with the ability to foster strong relationships and collaborate across multiple functions.

Why Armstrong Fluid Technology?

By joining us, youll become part of a global community dedicated to pushing the boundaries of fluid-flow technology while upholding Armstrong's commitment to sustainability. Youll have endless opportunities to learn, grow, and make a significant impact on the world. Together, we'll build tomorrows solutions today.