Global Total Rewards Business Partner
ManpowerGroup, Milwaukee, WI, United States
This role serves as the Global Total Rewards partner for Talent Solutions, with a strong focus on sales and incentive design. It shapes how pay and incentives drive growth, margin, and retention across countries while ensuring governance, equity, and compliance. The role operates at the intersection of Business, Sales, Finance, and HR, translating strategy into scalable reward solutions.
This role also serves as a member of the Global Total Rewards team, supporting global initiatives (e.g., global job architecture, market pricing frameworks, pay governance and harmonization) and ensuring alignment of the initiatives with the Talent Solutions global brand including the RPO, TAPFIN (MSP), and Right Management service lines.
Making an Impact – Your Key Responsibilities, Accountabilities, Ways of Working - Talent Solutions (~70%-80%)
Advise business leaders on how pay and incentives support attraction, retention, and performance
Partner with HRBPs and Finance on workforce planning, capability shifts, and productivity goals
Act as a trusted advisor on trade-offs between cost, competitiveness, global consistency, and local flexibility
Lead annual and off cycle compensation processes, including merit, promotions, and market adjustments
Apply global compensation philosophy consistently across regions, managing exceptions within defined governance guardrails
Support pay equity, transparency, and regulatory readiness (e.g., EU Pay Transparency)
Lead the annual design of sales and incentive plans, aligning plans across countries to strategic business objectives
Partner with Business, Finance and Sales Operations on incentive design, modeling, and scenario analysis
Build business cases and model cost-of-sales, ROI, and performance outcomes
Own incentive plan documentation, governance standards, and approval processes
Clarify performance measures and reward outcomes to strengthen leadership effectiveness
Conduct job evaluations and market pricing within a global job architecture
Participate in global Total Rewards surveys and benchmarking activities
Monitor external labor market trends, competitor practices, and pay movements
Use rewards analytics to inform decisions related to retention risk, incentive effectiveness, and equity
Stay informed on benefits and allowance in countries where Talent Solutions employees reside
Global Total Rewards (~20%-30%)
Contribute to global job architecture, salary structure design, pay governance, and harmonization across countries; support audits and pay equity reviews
Co-create global playbooks/standards and coach HRBPs on compensation practices
Key Ways of Working
Think enterprise-first, not program-first
Balance global scale with local relevance
Use data and judgment in equal measure
Operate comfortably at both strategic and executional levels
Build trust with senior leaders by speaking the language of the business
No direct reports initially; leads through influence across geographies and functions. May serve as project lead and coach analysts or regional TR partners during cycles and initiatives.
Your Typical Day and Other Key Details
Consult with P&C on talent related issues
Partner with Sales Ops/Finance to monitor effectiveness of sales incentive
Design/model plan changes (mix, thresholds, accelerators) and test cost-of-sales and performance sensitivity
Partner with regional P&C on market pricing and offers; run guardrails for exceptions
Draft communications (plan summaries/FAQs), update dashboards, and prep executive readouts
Support Global Total Rewards workstreams (job architecture refresh, structure updates, policy governance)
Qualifications Required Experience & Skills
5+ years in Total Rewards/Compensation, including 2+ years designing and governing sales compensation and broad‑based incentive plans in multi‑country environments
Fluency in market pricing, salary structures, geo‑differentials, and job architecture; strong analytical modeling and Excel skills; proficiency with BI (Power BI/Tableau)
Proven ability to translate services business models (e.g., RPO/MSP/consulting) into pay designs that drive growth and margin; influence senior stakeholders and simplify complex trade‑offs
Strong written and verbal communication; capable of drafting plan docs, FAQs, and executive materials
Nice to Haves
Familiarity with crediting/quota methodologies and deal‑based incentives
Exposure to global mobility considerations and change‑management communications
ManpowerGroup is proud to be an equal opportunity affirmative action workplace. We celebrate diversity and are committed to providing an inclusive environment for all employees. Qualified applicants will receive consideration for employment without regard to race, religion, creed, color, national origin, citizenship, marital status, pregnancy (including childbirth, lactation and related medical conditions), age, gender, gender identity or expression, sexual orientation, protected veteran status, political ideology, ancestry, the presence of any physical, sensory, or mental disabilities, or other legally protected status.
A strong commitment is made by each employee and is necessary to ensure equal employment opportunity for all. ManpowerGroup is an inclusive workplace that will recruit, hire, train, and promote persons of all job titles, and ensure all other personnel actions are administered without regard to non‑merit‑based characteristics of individuals.
Reasonable accommodation during the interview process can be provided. Contact talentacquisition@manpowergroup.com for assistance.
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This role also serves as a member of the Global Total Rewards team, supporting global initiatives (e.g., global job architecture, market pricing frameworks, pay governance and harmonization) and ensuring alignment of the initiatives with the Talent Solutions global brand including the RPO, TAPFIN (MSP), and Right Management service lines.
Making an Impact – Your Key Responsibilities, Accountabilities, Ways of Working - Talent Solutions (~70%-80%)
Advise business leaders on how pay and incentives support attraction, retention, and performance
Partner with HRBPs and Finance on workforce planning, capability shifts, and productivity goals
Act as a trusted advisor on trade-offs between cost, competitiveness, global consistency, and local flexibility
Lead annual and off cycle compensation processes, including merit, promotions, and market adjustments
Apply global compensation philosophy consistently across regions, managing exceptions within defined governance guardrails
Support pay equity, transparency, and regulatory readiness (e.g., EU Pay Transparency)
Lead the annual design of sales and incentive plans, aligning plans across countries to strategic business objectives
Partner with Business, Finance and Sales Operations on incentive design, modeling, and scenario analysis
Build business cases and model cost-of-sales, ROI, and performance outcomes
Own incentive plan documentation, governance standards, and approval processes
Clarify performance measures and reward outcomes to strengthen leadership effectiveness
Conduct job evaluations and market pricing within a global job architecture
Participate in global Total Rewards surveys and benchmarking activities
Monitor external labor market trends, competitor practices, and pay movements
Use rewards analytics to inform decisions related to retention risk, incentive effectiveness, and equity
Stay informed on benefits and allowance in countries where Talent Solutions employees reside
Global Total Rewards (~20%-30%)
Contribute to global job architecture, salary structure design, pay governance, and harmonization across countries; support audits and pay equity reviews
Co-create global playbooks/standards and coach HRBPs on compensation practices
Key Ways of Working
Think enterprise-first, not program-first
Balance global scale with local relevance
Use data and judgment in equal measure
Operate comfortably at both strategic and executional levels
Build trust with senior leaders by speaking the language of the business
No direct reports initially; leads through influence across geographies and functions. May serve as project lead and coach analysts or regional TR partners during cycles and initiatives.
Your Typical Day and Other Key Details
Consult with P&C on talent related issues
Partner with Sales Ops/Finance to monitor effectiveness of sales incentive
Design/model plan changes (mix, thresholds, accelerators) and test cost-of-sales and performance sensitivity
Partner with regional P&C on market pricing and offers; run guardrails for exceptions
Draft communications (plan summaries/FAQs), update dashboards, and prep executive readouts
Support Global Total Rewards workstreams (job architecture refresh, structure updates, policy governance)
Qualifications Required Experience & Skills
5+ years in Total Rewards/Compensation, including 2+ years designing and governing sales compensation and broad‑based incentive plans in multi‑country environments
Fluency in market pricing, salary structures, geo‑differentials, and job architecture; strong analytical modeling and Excel skills; proficiency with BI (Power BI/Tableau)
Proven ability to translate services business models (e.g., RPO/MSP/consulting) into pay designs that drive growth and margin; influence senior stakeholders and simplify complex trade‑offs
Strong written and verbal communication; capable of drafting plan docs, FAQs, and executive materials
Nice to Haves
Familiarity with crediting/quota methodologies and deal‑based incentives
Exposure to global mobility considerations and change‑management communications
ManpowerGroup is proud to be an equal opportunity affirmative action workplace. We celebrate diversity and are committed to providing an inclusive environment for all employees. Qualified applicants will receive consideration for employment without regard to race, religion, creed, color, national origin, citizenship, marital status, pregnancy (including childbirth, lactation and related medical conditions), age, gender, gender identity or expression, sexual orientation, protected veteran status, political ideology, ancestry, the presence of any physical, sensory, or mental disabilities, or other legally protected status.
A strong commitment is made by each employee and is necessary to ensure equal employment opportunity for all. ManpowerGroup is an inclusive workplace that will recruit, hire, train, and promote persons of all job titles, and ensure all other personnel actions are administered without regard to non‑merit‑based characteristics of individuals.
Reasonable accommodation during the interview process can be provided. Contact talentacquisition@manpowergroup.com for assistance.
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