Manager, Management

About Whirlpool Corporation

Whirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life  the only major U.S.

-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, Kitchen Aid, Jenn Air, Maytag, Amana, Brastemp, Consul, and In Sink Erator . In 2024, the company reported approximately $17 billion in annual sales - close to 90% of which were in the Americas - 44,000 employees, and 40 manufacturing and technology research centers.

Additional information about the company can be found at

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The Compensation team is responsible for the analysis and implementation of compensation policies and procedures which are consistent with the organization’s overall reward strategy. The team develops, implements, and administers compensation such as salaries, short- and long-term incentives, job evaluations, salary increases, and salary surveys.

Whirlpool Corporation is currently seeking a qualified candidate to fill a Manager, Compensation role located at our Global Headquarters in Benton Harbor, Michigan. This is a 5-day, in-office role, an individual contributor within the Global Human Resources organization, specifically the Total Reward Center of Expertise (COE) team, with a focus on broad-based compensation support. The Manager, Compensation is responsible for developing and implementing compensation programs that align with the company’s business objectives and attract, retain, and motivate top talent.

This role is responsible for the strategic design and governance of broad-based compensation programs across the enterprise, with a specialized focus on Sales Incentive Plans (SIP), hourly job architecture, and comprehensive hourly pay support. A comprehensive relocation package is available for eligible candidates.

• Broad-based compensation strategy
  • Sales Incentive Design:
    Lead the design and governance of Sales Incentive Plans (SIP). Partner with Sales Leadership and Finance to ensure plans drive the right behaviors and align with growth targets.
  • Philosophy & Governance:
    Maintain the organization’s broad-based compensation philosophy, ensuring consistent application across corporate, field, and manufacturing environments.
  • Incentive Management:
    Oversee short-term incentive (STI) programs, ensuring performance metrics are effectively integrated and communicated.
  • Strategic Consulting:
    Act as the primary COE consultant for Tier Two and HRBPs on complex compensation issues.
  • Ensure compliance with all relevant federal, state, and local laws and regulations, including FLSA and IRS regulations.
• Hourly job architecture & pay support
  • Hourly Architecture:
    Support the design and governance of a robust job architecture for hourly populations.
  • Wage Analysis:
    Direct the strategy for hourly wage scales, ensuring regular local market analyses are completed to ensure competitiveness in varied geographic locations.
  • Operational Support:
    Provide expert guidance on hourly pay practices, including shift differentials, overtime compliance, and premium pay structures.
  • Labor Relations Support:
    Partner with Labor Relations and Plant Leadership to provide data and modeling support for collective bargaining or wage adjustment cycles.
• Program management & COE execution
  • Annual Cycles:
    Lead the end-to-end strategy of the annual compensation cycle (merit and bonus) for broad-based populations, including budget modeling and alignment with HR Operations.
  • Market Intelligence:
    Oversee participation in global salary and hourly wage surveys. Interpret data trends to recommend structural changes to pay grades and hourly scales.
  • M&A Support:
    Provide compensation expertise during due diligence and integration, focusing on harmonizing sales and hourly pay structures.
  • Communication:
    Develop training materials to educate managers on the “why” behind compensation programs, particularly for complex sales and hourly structures.

• Bachelor’s degree.
• 5+ years of experience in compensation.