Sr. Manager, Global Compensation (Urban Solutions

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Summary

The Senior Manager, Global Compensation is responsible for leading the design, implementation, and

administration of compensation programs that attract, motivate, and retain top talent while supporting

the organization's business strategy. Acting as a strategic compensation advisor to business leaders and

HR Business Partners, this role provides expertise in compensation planning, pay governance, market

competitiveness, and regulatory compliance.

This position serves as the lead compensation partner for the Urban Solutions business segment and

owns the planning, execution, governance, and continuous improvement of key global compensation

processes, including annual merit, promotion, and incentive planning activities. The role requires strong

analytical capabilities, exceptional stakeholder management skills, and the ability to translate complex

compensation data into actionable business recommendations. Also, this role requires rigorous project management

skills to successfully drive results which impact the company.

In addition to performing the primary compensation business partnering role supporting the assigned

business segment, this role also serves as the subject matter expert for US and Canadian pay practices

and compliance requirements, assisting Global Compensation Team peers in their support of their

assigned business segments.

Principal Job Duties & Responsibilities

• Lead the design, implementation, and ongoing management of global compensation programs, including base salary frameworks and applicable bonus administration for the Urban Solutions assigned business segment.
• Serve as a trusted advisor to Human Resources Business Partners (HRBPs) and business leaders, providing clear, data-driven insights and recommendations to support decision-making on compensation strategies and improvement opportunities.
• Synthesize complex compensation data and present actionable insights and recommendations to senior leadership, clearly articulating trade-offs and business impact.
• Own and drive key compensation processes such as the annual Year-End Planning cycles, including planning, execution, stakeholder alignment, and communications.
• Maintain strong governance and documentation standards with respect to compensation processes, policies, etc.
• Serve as the internal team consulting resource and subject matter expert for pay practices, market competitiveness, and statutory compliance for the US and Canada (FLSA, as well as state, local and provincial jurisdictions), helping other team members as needed in their support of other business segments.
• Perform market benchmarking and impactful analysis to meet the needs of the business segment you support.
• Exercise process improvement skills to optimize core compensation activities, both business segment-related and company/ team-wide in nature.
• Own ad hoc assigned projects and drive them to successful completion

Working Conditions

Indoor office workspace at the Irving, Texas headquarters.

• Desired 8+ years of progressive experience in compensation, including program design and business partnering
• A track record of building from scratch: you've created processes, playbooks, or program infrastructure where none existed before, not just improved what was already in place
• Excellent written communication: you can produce an executive update, a stakeholder decision memo, and a practitioner playbook with equal fluency
• Strong foundation in global compensation programs, including multiple pay components (base pay and incentives)
• Proven ability to communicate complex compensation topics clearly and confidently to senior leadership, influencing decisions through data-driven insights
• Advanced Excel and analytical modeling skills to drive timely and high-quality delivery of insights
• Strong business and financial acumen, with the ability to connect compensation strategy to Fluor’s business model and broader organizational goals
• Experience leading global compensation processes (e.g., annual cycles) across multiple stakeholder groups with a global mindset
• Advanced analytical skills, including compensation benchmarking, modeling, and insights generation
• Experience with Success Factors or similar HRIS/compensation platforms
• Track record of implementing compensation systems or tools and leading associated change management efforts, including process redesign and stakeholder enablement
• Demonstrated ability to handle confidential information with total discretion
• Self-starter with track record of proactively identifying and solving complex challenges

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