Sr Manager, Compensation

Requisition Number: 28546 

UGI Corporation (NYSE: UGI) is a holding company that distributes and markets energy products and services through our subsidiaries and the company’s common stock is a balanced growth and income investment. UGI Corporation has paid common dividends for more than 135 consecutive years.

 

In addition to a challenging career and competitive compensation, our employees enjoy:

 

Generous and Family-friendly Health & Welfare Benefits Including:

•    Medical, Vision, and Dental Plans 
•    Optional Health Savings Account
•    Optional Dependent Care Savings Account
•    Paid Maternity/Paternity Leave
•    Work from home policy
•    Employee Assistance Program

 

Additional Benefits Include:

•    401K with a generous company match
•    Tuition Reimbursement
•    Assistance with Professional Credentialing
•    Referral Bonuses
•    Employee Discount Programs

Job Summary

Position Summary:

The Senior Manager - Compensation is highly detailed oriented with responsibility for the execution and operational leadership of enterprise-wide compensation initiatives and programs primarily focused on Broad-Based Compensation but may help at times in supporting Executive Compensation initiatives. This role translates compensation strategy into practice by providing subject matter expertise to HR Business Partners and business leaders, while overseeing internal compensation operations. The Senior Manager – Compensation may mentor a team of compensation professionals, ensuring high-quality delivery and growth of talent while maintaining alignment with enterprise compensation direction set by senior leadership. This role primarily serves as the all-in Compensation Chief of Staff in supporting the Senior Director, Compensation.

Duties and Responsibilities

Essential Functions:

Compensation Program Leadership

Partners with Senior Director – Compensation, HR Business Partners and business leaders as needed to provide SME-level guidance on unique business challenges, including but not limited to talent retention, internal equity, market competitiveness, pay programs, pay decisions, policy interpretations, and job evaluations.

Annual Compensation Cycle Execution

Leads the execution of the annual merit and incentive processes through Success Factors. Collaborates with Talent Management to align performance and pay programs, and ensures a smooth cycle across the enterprise.

Policy and Plan Implementation

Manages the implementation of compensation programs and annual guidelines (merit budgets, increase grids, incentive plans, etc.), translating enterprise strategy into actionable processes and tools for HR and the business. 

Program Oversight and Data-Driven Decision Support

Oversees compensation infrastructure including job architecture, global grading, market pricing, salary structure maintenance, job descriptions and survey participation. Ensures consistent and accurate evaluation of roles, quality of market data usage, and clarity of compensation reporting. Provides guidance on modeling, benchmarking and analytics to inform compensation decisions and support business planning. 

Incentives Design Management

Manages and oversees incentive programs throughout the organization focusing on process improvement, program execution, governance, compliance and modeling in driving intended outcomes.

Knowledge, Skills and Abilities

Knowledge, Skills and Abilities: 

• Advanced analytical and modeling skills, with the ability to interpret complex data and provide insights to influence compensation decisions and planning.
• Excellent communication and collaboration skills, with the ability to build strong cross-functional partnerships and to explain compensation concepts to non-HR stakeholders. 
• Ability to translate compensation strategy into scalable programs and processes, ensuring alignment with business objectives and consistency across the enterprise. 
• Strong knowledge of all federal, state, and local regulations and compliance requirements related to US compensation standards and principals
• Proven leadersh