Manager, Field Programs

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We are proud to be a member of the Rentokil family of companies, the global leader in Pest Control and other services across more than 90 countries. We pride ourselves on being a trusted partner to many of the world’s leading brands and serve consumer and business customers across multiple industries. We are extremely proud of our legacy of excellence and constantly work to fulfill our mission to “protect people, enhance lives, and preserve the planet.”

As the Manager of Field Pay Programs, you will be the primary operational leader responsible for the end‑to‑end administration, governance, and integrity of our US Pest field technician pay plans. You will lead a team, ensuring timely and accurate payment of incentives, driving adherence to company policies, and serving as the primary internal subject‑matter expert. This role requires a balance of strong people leadership, meticulous attention to detail, and the ability to drive tactical process improvements.

• Lead, mentor, and manage the Field Compensation team (2‑3 analysts/specialists), setting clear performance goals, prioritizing workloads, and fostering a collaborative, highly accurate operational environment.
• Own and enforce the established governance framework for all field pay plans, ensuring strict adherence to plan documents, SOPs, and company policy.
• Partner with internal teams (e.g., HR Support Services, Payroll, etc.) to establish and maintain necessary guides to enable self‑service and Tier I level support, and develop training materials.
• Direct and oversee all regular audit cycles, incentive calculations, and payment processes, ensuring accuracy and timeliness for field operations.
• Serve as the internal escalation point for complex compensation inquiries, providing clear, legally sound, and timely explanations to colleagues, field managers, and HR partners.
• Identify, champion, and lead implementation of operational process improvements and automation efforts, leveraging existing compensation tools (e.g., Workday) to enhance efficiency and reporting.
• Act as the compensation lead on tactical cross‑functional projects (e.g., system updates, branch and/or acquisition integrations), performing job mapping and ensuring seamless data and pay plan transitions.
• Perform complex modeling, root cause analysis, and impact assessment of compensation program changes. Leverage data to proactively identify pay inconsistencies, measure incentive plan effectiveness, and provide data‑driven recommendations for tactical adjustments to HR and Operations leadership.
• Develop and present detailed operational reports and analyses to HR and Operations leadership, identifying trends, measuring program execution, and recommending administrative enhancements.

• Bachelor’s degree in human resources or related field OR equivalent years of experience. Equivalent years of experience are defined as one year of applicable professional experience for each year of college requested.

• Minimum of 5 years of progressive experience in compensation administration, with a deep focus on the administration and governance of compensation programs. Alternatively, prior expertise with operational pay plan integration and/or pay harmonization focused on front‑line operational roles.
• Minimum of 2 years of experience in a leadership capacity; preferably within a remote structure.
• Proven track record of managing end‑to‑end incentive payment processes, from data validation to final calculation and inquiry resolution.
• Demonstrated experience using an HRIS system (Workday) and ICM (Incentive Compensation Management) systems, such as Xactly or Callidus.

• Strong leadership skills with the ability to manage, mentor, and develop a high‑performing team.
• Exceptional analytical skills with the ability to interpret complex compensation…