Sr. Programs Lead

Requisition

Job Title:

Sr. Compensation Programs Lead

Posting

Start Date:

10/12/26

G3 Enterprises is an industry leader in packaging, logistics, real estate and minerals solutions. Our diverse portfolio of businesses create a variety of opportunities for career growth. We believe in fully leveraging the talent within our organization, presenting employees with challenging work, opportunities for job rotations, special projects, and a changing landscape.

G3 Enterprises is an industry leader in packaging, logistics, real estate and minerals solutions. Our diverse portfolio of businesses create a variety of opportunities for career growth. We believe in fully leveraging the talent within our organization, presenting employees with challenging work, opportunities for job rotations, special projects, and a changing landscape.

Responsible for developing, enhancing, and administering compensation practices and programs across the organization. Researches emerging trends in compensation, new technologies/tools and leverages best practices when executing compensation initiatives. Ensures consistency and competitiveness in compensation practices to achieve the organization's goal to attract, develop, motivate, and retain a high performing and engaged workforce. Ensures internal equity, compliance with internal policies and procedures as well as local, state, and federal legislation.

• Develops and implements sound compensation practices which are competitive, drive business results, and ensure internal equity.
• Partners with leadership to create, maintain and update internal compensation-related guidelines, policies, and instructions.
• Performs all compensation analysis and makes recommendations for job offers, promotions, transfers, pay analysis and equity reviews. Prepares offer recommendations following internal procedures and guidelines and educates HR partners, hiring managers, and employees when needed.
• Owns the execution of the merit, promotion, and equity compensation review cycle including budget and merit matrix modeling; partnering with the vendor to configure the planning tool; data auditing, analysis, executive roll-up, and facilitating the communication of increases to the HRBP's and managers.
• Supports the administration of the incentive plan process.
• Responsible for facilitating internal compensation related projects and analysis - and makes recommendations based upon the findings.
• Collaborates with departments to perform analysis for new positions or restructures, developing equitable and competitive compensation solutions.
• Provides support and counsel to the business and HR business partners during core processes to ensure compensation decisions align with company practices and philosophies.
• Conducts job evaluations and partners with the business to create job descriptions that properly capture the unique work of each role. Maintains company job description database.
• Regularly conducts market analysis and benchmarking to ensure competitive compensation. Utilizes market competitive analyses to attract and motivate employees, and to recommend strategies for addressing competitive pay challenges, and/or advise on individual pay decisions.
• Researches and makes recommendations of new technology and tools to improve compensation programs and practices.
• Oversees the implementation, execution, utilization, and day-to-day activities of compensation products, tools and programs. Collaborates with HRIS team to improve and enhance systems and reporting relating to Compensation.
• Selects and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position. Advise on reputable surveys and benchmarks to ensure competitive market position.
• Stays abreast of trends and changes in Human Resources legislation; works with external partners to ensure the company's compensation practices are compliant with state and federal government agencies.
• Acts as a liaison and collaborates with cross-functional teams (HRBP's, HRIS, IT, Legal and Finance).
• Supports data accuracy and escalates issues to IT, HR COEs, or leadership in a timely manner.
• Maintains satisfactory attendance, to include timeliness.
• Responsible for understanding and complying with applicable quality, environmental and safety regulatory considerations. If accountable for the work of others, responsible for ensuring their understanding and compliance.