Now Brewing – manager compensation! #tobeapartner

From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and its rich tradition, but that also brought a feeling of connection. We are known for developing and supporting partners who share this passion and are guided by their service to others.
“We built the Starbucks brand first with our people, not with consumers. Because we believed the best way to meet and exceed the expectations of our customers was to hire and train great people,
we invested in employees.”
– Howard Schultz, Starbucks Coffee Company

As a Starbucks compensation manager, you will contribute to Starbucks success by leading the development and implementation of complex compensation and reward programs for major business units, and managing multiple key cross-functional, compensation processes for the Company. Develops and recommends compensation strategies that support defined strategies for sales, growth, the competitiveness of pay, and rewarding performance. Manages cross-functional teams in the design, development, and delivery of pay programs. Models and acts in accordance with Starbucks guiding principles.

Leveraging your previous experience, we will enable you to:

• Sets goals for the workgroup, developing organizational capability and modeling how we work together. Identifies and communicates key responsibilities and practices to ensure the team promotes a successful attitude, confidence in leadership, and teamwork to achieve business results.
• Understand the competitive marketplace, business issues and challenges in order to effectively design new compensation plans, programs and/or policies.
• Incorporates external market trends and insights into compensation recommendations that support the business
• Prepares, communicates and educates client groups and team on changes in policies and practices within the organization.
• Informs Starbucks reward strategies by researching market trends, competitive practice and new ways of thinking
• Assess and develop the business case and return on investment for new and existing compensation programs and projects that support the unique needs of different business clients
• Recommends appropriate compensation practices, incentive plans, job descriptions, and measures for the analysis of pay program effectiveness in specific business units.
• Responsible for influencing long-term compensation program changes and ensuring investments are appropriately captured in the Strategic Plan. Partners with cross-functional teams within a Business Unit to execute and build an annual operating plan.
• Communicates the linkage of compensation strategies to Global Rewards and Partner Resource strategy, while ensuring business unit and company objectives are supported with appropriate, compliant, compensation tools.
• Defines project requirements and builds cross-functional teams with the capability to deliver results. Integrates efforts of cross-functional teams and promotes teamwork.
• Oversees business and systems requirements are completed and executed correctly to support compensation programs.
• Leads and partners with cross-functional stakeholders including BU leadership to develop incentive or base pay program design changes
• Accountable for smooth communication, education, and implementation of pay programs impacting broad-based partner populations including but not limited to store partners
• Provides partners with coaching, feedback, and developmental opportunities.
• Drives the engagement, development and performance of all members of their team.

We’d love to hear from people with:

• At least 7 years of implementation and administration of compensation plans
• At least 5 years of experience designing plans and programs for direct pay, incentive pay, and/or sales compensation
• At least 5 years of cross-functional project management
• Written and verbal skills, including preparation and delivery of presentation material to senior leadership
• Experience managing others