Senior Manager, Compensation

The Mosaic Company (NYSE: MOS) is the world’s leading integrated producer of concentrated phosphate and potash—two of the three most important nutrients in agriculture. We employ more than 13,000 people in six countries to serve farmers all over the world. Our Headquarters is in Lithia, Florida with operations throughout North and South America.

At Mosaic, we help the world grow the food it needs. Want to work somewhere meaningful? Apply today and join our team!

This Senior Compensation Manager role is responsible for providing internal compensation consulting to business leaders and HR partners, leading and supporting compensation-related projects and initiatives across the organization. The position plays a key role in implementing global and corporate compensation programs across business units and regions, supporting organizational restructures, and conducting job evaluations, particularly for grade 14 roles and support with validation for other levels as needed. The role also involves developing and managing sales compensation strategies, as well as designing compensation approaches for hourly and non-graded roles.
 

Additionally, the position is accountable for designing and managing short-term incentive programs (such as EIP, SIP, and HIP) which is segmented by business and/or group level, creating special incentive plans when necessary, and addressing non-standard or ad hoc compensation requests.

Where You’ll Work:

This is a hybrid role that is based out of our FishHawk office (located at 13830 Circa Crossing Drive, Lithia, FL).

What You’ll Do:

• Internal Compensation Consulting: Serve as the primary compensation advisor for internal stakeholders, with a strong focus on supporting business leaders and HR Business Partners. Provide strategic consulting on organizational restructures, including job evaluations especially for complex or senior roles, and support the design of compensation models for non-standard or critical talent offers. Actively participate in business-driven projects that require compensation expertise, such as mergers and acquisitions (M&A), divestitures, new business or product development, and the launch of new operational units. Conduct ad hoc compensation analyses to support business decision-making, ensuring alignment with internal policies and external market practices.

• Sales Force and Hourly Compensation Strategy Management: Lead the development and execution of compensation strategies for sales and hourly populations within the supported region. Collaborate closely with the EBS Compensation team to ensure the specific needs of these groups are accurately reflected in market benchmarks and internal salary structures. Oversee the administration of short-term incentive programs, including the Sales Incentive Plan (SIP) and Hourly Incentive Plan (HIP), and partner with the Executive Compensation team to ensure alignment between the Employee Incentive Plan (EIP) and the Management Incentive Plan (MIP). Manage and maintain compensation policies focused to these audiences, such as the SSTRONG policy, and provide strategic support and insights to Labor Relations and HR Business Partners to help with the union negotiations.

• Annual and Cyclical Processes: Partner with Executive Compensation and Corporate & Broad-Based Compensation leaders to support and participate in the rollout of annual and cyclical compensation processes throughout the year. Ensure the effective application of global guidelines within the region, while providing guidance and coaching to HR Business Partners and Leaders. Support compensation-related analyses as needed to drive recommendations and decisions that align with the company’s Compensation Philosophy and Strategy.

• Global Compensation Projects: Play an active role in global projects by representing regional needs and perspectives, ensuring they are considered in the overall design and execution. Act as a regional sponsor for these initiatives, leading the implementation and change management efforts across the supported regions to ensure successful adoption and alignment with global strategies.

• Compensation Philosophy: Act as a daily ambassador of the company’s Compensation Philosophy, consistently applying its guiding principles to all compensation recommendations and decisions. Provid