Senior Manager, Americas Regional Compensation Programs

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Extraordinary teams are at the heart of our business strategy, but these don’t happen by chance. They require intentional focus on bringing together a broad set of backgrounds, cultures, experiences, perspectives, and skills in a supportive and inclusive work environment. We hire people with exceptional talent and create an environment in which every individual can thrive professionally and personally.

WHO YOU'LL WORK WITH

Talent & Human Resources

WHERE YOU’LL FIT WITHIN THE TEAM
The Regional Compensation Lead for the Americas serves as the primary compensation strategist and advisor for the region, playing a pivotal role in aligning and adapting Bain’s global compensation principles to the regional and local markets, across the talent segments of Bain’s workforce.  As part of Bain’s Global Compensation Center of Excellence (CoE), this leader ensures compensation frameworks are effectively designed, implemented, and managed to attract and retain top talent, while advancing Bain’s business strategy and long-term objectives.
This role partners closely with regional/local HR, global functions HRBPs, business leaders, Finance, Legal, and HRIS to design, execute, and continuously improve compensation programs that are competitive, compliant, and consistent with Bain’s culture and values.

WHAT YOU’LL DO

Strategic Compensation Leadership

• Serve as the regional compensation strategist, translating Bain’s global compensation philosophy and principles into market-relevant programs and practices across the Americas.’
• Provide subject matter expertise on compensation related regulations across the countries within the region, including the United States, Mexico, Canada, Brazil, Argentina, Chile, Colombia and Peru.
• Provide expert guidance to HR teams and business leaders to ensure internal equity, market competitiveness, and compliance with local regulations.
• Represent regional perspectives in global program design and compensation planning discussions.
• Advise on compensation-related aspects of job architecture initiatives, including job leveling, titles, and codes.

Program Design, Benchmarking, and Market Analysis

• Adapt global benchmarking methodologies to regional/local markets and partner with Comp COE market pricing operations team as well as local/regional HR and business leaders in gathering, reviewing and analyzing market benchmarking data
• Utilize benchmark data analysis to propose/adjust market relevant compensation structures (e.g., pay ranges, pay mix models, etc.); build consensus for proposed changes and facilitate appropriate review and approvals for implementing changes.  
• Partner with Compensation COE Budgeting team and Finance to inform compensation budget planning needs and ensure alignment between compensation design and fiscal strategy.
• Develop tools, models, and reports to analyze trends and assess the effectiveness of compensation programs.
• Ensure compensation structures are updated and maintained in Workday/HRIS and other relevant data files/tools
• Partner with HR, business leaders and other stakeholders to develop and manage communications of compensation structure changes 
• Maintain knowledge of emerging market trends and best practices in professional services industry and more broadly

Compensation Cycle Management

• Lead the execution of regional compensation cycles, including input into budget planning, developing and adapting compensation decision frameworks and guidance, defining system requirements and conducting readiness testing, and defining and executing governance processes (e.g., reviews and approvals) 
• Partner with HRIS/Workday teams to define configuration requirements, test functionality, and optimize system performance for compensation processes.
• Manage communications, training, and tools that support HR partners and leaders during compensation reviews.
• Ensure accurate and timely execution of all compensation actions and documentation.
• Manage execution of incentive programs, including planning, administration and ongoing program effectiveness reviews 
• Partner with Professional Development (PD) teams to regularly review performance management strategy and future changes; adapt compensation decision frameworks to align with PD frameworks

Stakeholder Collaboration

• Partner with Regional HR leadership, Global function HRBPs, Office HR Partners and Managers, Recruiting function, Professional Development leadership, Finance, Legal, and the HRIS/Technology and Data Analytics teams to align processes, ensure compliance, and support effective compensation decision-making.
• Provide guidance and consultation to leadership on complex compensation matters, including promotions, retention, and market alignment.
• Serve as an internal advisor and thought partner to HR and business stakeholders on emerging market trends and best practices.

Recruiting Support

• Collaborate with recruiting teams to ensure recruiting competitive data integrated into benchmarking process and data analysis
• Develop/maintain consistent offer practices across the region including standardized guidance on offer packages and supporting tools and materials for recruiters and hiring managers

Communication, Training, and Enablement

• Develop and deliver compensation communication materials, including training guides, employee communication materials, compensation memos, FAQs, and additional content as needed
• Conduct compensation training sessions for HR teams and key stakeholders to ensure consistency and confidence in decision-making.
• Support the creation of communication strategies for compensation-related change initiatives.

Leadership & Team Management

• Manage and develop junior compensation professionals, fostering continuous learning and operational excellence.
• Drive process improvement and operational efficiency within the Americas compensation team and across the broader Compensation COE 

ABOUT YOU

Education

• Required: Bachelor’s degree in Human Resources, Business Administration, Economics, or a related field
• Preferred: Master’s degree in a related discipline (e.g., HR, Business, Economics, Statistics)

Experience

• Required: 8+ years of progressive compensation program management experience within a corporate environment
• Required: Experience within Professional Services 
• Required: Experience with global compensation programs, specifically across countries in North and South America

Skills and Competencies

• Strong knowledge of all forms of compensation (base, variable, and deferred) and current market practices
• Experience leading transformational change within compensation or broader HR functions
• Excellent analytical and problem-solving skills, including proficiency in Excel and data modeling
• Strong presentation, communication, and interpersonal skills with the ability to influence across functions
• Proven discretion and ability to manage sensitive and confidential information
• Demonstrated experience with HRIS tools, preferably Workday
• Familiarity with SharePoint, Teams, and other collaboration tools

This role follows a hybrid model, requiring in-office presence of 2 days per week

 U.S. COMPENSATION INFORMATION
Compensation for this role includes base salary, annual discretionary performance bonus, 401(k) plan with an annual employer contribution based on years of service, and Bain’s best-in-class benefits package.

Some local governments in the United States require a good-faith, reasonable salary range be included in job postings for open roles. The estimated annualized compensation for this role is as follows:

• In Illinois, the good-faith, reasonable annualized full-time salary range for this role is between $138,500 - $165,500; placement within this range will vary based on several factors including, but not limited to, experience, education, licensure/certifications, training, and skill level.
• In Georgia, the good-faith, reasonable annualized full-time salary range for this role is between $128,000 - $150,400; placement within this range will vary based on several factors including, but not limited to, experience, education, licensure/certifications, training, and skill level.
• In Massachusetts, the good-faith, reasonable annualized full-time salary range for this role is between $145,000 - $173,000; placement within this range will vary based on several factors including, but not limited to, experience, education, licensure/certifications, training, and skill level.
• In Texas, the good-faith, reasonable annualized full-time salary range for this role is between $132,500 - $158,000; placement within this range will vary based on several factors including, but not limited to, experience, education, licensure/certifications, training, and skill level.

Additional compensation may include:

• Annual discretionary performance bonus
• 4.5% 401(k) company contribution, increasing after 3 years and fully vested upon start
• Full coverage of individual medical, dental, and vision premiums
• Generous paid time off, including parental leave and holidays
• Paid life and long-term disability insurance
• Annual fitness reimbursement

MASSACHUSETTS EMPLOYMENT NOTICE

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.