Senior Manager Remote

Overview

Great brands reflect culture. The best ones help shape it. At Foot Locker, we’re rooted in sport, powered by style, and driven by the communities that move both. From Foot Locker and Kids Foot Locker to Champs Sports, WSS, and atmos, our brands sit at the intersection of sport, style, and self‑expression.

As part of the DICK’S Sporting Goods family, you’re backed by the resources, reach, and career opportunities of a world‑class sports company. That unleashes Foot Locker to keep pushing forward with the agility and edge that define the brand. We’re looking for great people who want to influence culture and the generation that is shaping what’s next.

Whether you’re building strategy, shaping innovations, or creating unforgettable customer moments, you’ll contribute to decisions and experiences that define our brands’ impact in the communities we serve.

Come change the game with us. Apply today!

This role is a remote work opportunity. Candidates must be based in the U.S.

Foot Locker, Inc. is currently seeking a Senior Manager, Field Compensation, reporting to the VP, Compensation & HRIS. The Senior Manager, Field Compensation is the senior leader responsible for the strategy, governance, and effectiveness of compensation programs supporting Foot Locker, Inc.’s retail North America field organization. This role leads the design, implementation, and ongoing evolution of field (store) compensation programs, ensuring pay practices are equitable, market competitive, compliant, and operationally scalable.

The Senior Manager partners closely with Field HR, Operations, Finance, Legal, and HRIS leadership, and provides oversight across both program and transactional compensation activities. This role plays a critical part in aligning field compensation practices with enterprise total rewards strategy while enabling consistent, compliant execution across a complex, multi‑location workforce.

The Total Rewards function is responsible for the design, implementation and execution of Foot Locker’s compensation and benefits. The mission is to design and deliver market‑competitive total rewards programs that support Foot Locker’s Talent Strategy.

Applicants must be currently authorized to work in the United States on a full‑time basis. At this time, Foot Locker will not sponsor a new applicant for employment authorization, or offer any immigration related support for this position (i.e. H1B, F-1 OPT, F-1 STEM OPT, F-1 CPT, J-1, TN, or another type of work authorization).

• Lead the evaluation of external market competitiveness for field populations and recommend structural or programmatic changes based on data, business needs, and workforce trends.
• Oversee benchmark analyses for field pay structures and incentive programs to ensure alignment with market positioning, internal equity, and cost objectives.
• Provide strategic oversight of participation in and interpretation of third‑party compensation surveys, translating insights into actionable recommendations for field compensation programs.
• Ensure field roles are appropriately positioned within the enterprise job architecture; provide guidance on leveling, scope alignment, and exception governance where field needs differ.
• Lead the design, evolution, and governance of field incentive and bonus programs, ensuring clarity, scalability, and consistent application across locations.
• Serve as the primary compensation advisor to Field HR Business Partners and leaders, providing guidance on pay decisions, program changes, and complex scenarios.
• Own and oversee the field compensation strategy for annual cycles, including merit increases, promotions, incentives, and off‑cycle adjustments, ensuring consistent frameworks and decision quality.
• Monitor and proactively manage pay equity, wage compression, and compliance risks across federal, state, and local regulations impacting the field workforce.
• Partner cross‑functionally with Finance, Talent Acquisition, Legal, HRIS, and Payroll to align compensation programs with financial plans, talent strategies, and regulatory requirements.
• Ensure field compensation practices comply with FLSA, pay transparency requirements,…