Position Title:  Professional Compensation Manager

Professional Compensation Manager – Tampa, FL (hybrid)

Be a part of a revolutionary change! 

At Philip Morris International (PMI), we’ve chosen to do something incredible. We’re totally transforming our business and building our future on one clear purpose – to deliver a smoke-free future. 

With huge change, comes huge opportunity. So, if you join us, you’ll enjoy the freedom to dream up and deliver better, brighter solutions and the space to move your career forward in endlessly different directions. Our success depends on people who are committed to our purpose and have an appetite for progress.  

The Professional Compensation Manager develops, administers, and maintains competitive and equitable compensation programs that support business priorities and organizational governance. This role requires strong analytical skills, deep compensation expertise, and the ability to influence stakeholders through clear, data‑driven insights.

The position leads operational compensation activities, ensures program compliance, and partners cross‑functionally to deliver consistent and timely outcomes.

Your ‘day to day’:

Compensation Strategy & Program Management

• Manage U.S. compensation programs, including salary structures, bonus plans, pay policies, allowances, and sales incentive plans.
• Advise P&C partners and leaders on base pay decisions, promotional adjustments, job changes, pay discrepancies, and policy application.
• Execute operational plans to ensure accurate and timely compensation administration.
• Drive process improvements that increase efficiency, accuracy, and competitiveness.

Market Intelligence & Job Evaluation

• Conduct routine market pricing to maintain competitive compensation practices across job families and geographies.
• Partner with P&C Business Partners to deliver biannual salary equity analyses and adjustments (January and June).
• Perform job analysis and job sizing to ensure accurate job leveling and salary grade alignment.
• Stay current on market trends, regulatory developments, and total rewards best practices.

Annual Local Bonus Plan Administration

• Administer the U.S. Local Bonus Plan, ensuring complete and accurate employee eligibility, salary data, and performance inputs.
• Partner with Finance to confirm company performance targets used in bonus calculations.
• Oversee calculation and review of final bonus awards; coordinate with Payroll and P&C Operations to ensure timely payments.
• Develop and distribute clear communications to P&C leadership, managers, and employees; support automated bonus letter delivery.
• Educate managers and P&C leaders on bonus methodology, timelines, and program guidelines.
• Provide Finance with monthly and quarterly bonus forecasts as needed.

Annual Merit Cycle Administration

• Work with global compensation to manage the annual U.S. merit cycle.
• Benchmark and validate merit matrices and performance‑based increase ranges.
• Partner with P&C Communications to prepare and distribute merit cycle communications.
• Educate P&C leaders and managers on calculation methodology, timelines, and administrative requirements.

Sales Incentive Plan Administration

• Collaborate with Sales leadership and Sales P&C partners to review and maintain the annual Sales Incentive Plan.
• Conduct ad‑hoc eligibility reviews and recommend appropriate share values per role.
• Support development and distribution of plan communications and automated payment letters.

Equal Salary Certification

• Partner with global teams to support the Equal Salary Certification audit, including gathering historical equity data, coordinating audit discussions, and preparing communications.

Compensation Compliance

• Collaborate with Legal and Compliance teams to complete annual California Pay Data Reporting.
• Monitor federal and state minimum wage changes and calculate required adjustments; partner with Payroll to implement changes.
• Support FLSA classification reviews for newly evaluated roles and communicate outcomes to P&C Operations.

Stakeholder Support & Vendor Management

• Prepare clear, accurate compensation guidance for P&C partners and business leaders.
• Coordinate with external vendors and consultants and ensure quality, timely deliverables.
• Provide subject‑matter expertise and mentorship to junior team members and P&C partners.

Analysis & Decision Support

• Conduct analyses related to market competitiveness, structural adjustments, and incentive plan effectiveness.
• Resolve moderately complex compensation issues using data‑driven insights.
• Deliver concise recommendations and analysis to support leadership decision‑making.

Who we’re looking for:

Education & Experience

• Bachelor’s degree in HR, Business, Finance, Economics, or related field; or equivalent experience.
• Intermediate‑level experience in compensation design and program administration.
• Strong understanding of compensation methodologies, regulations, and total rewards principles.

Technical & Professional Skills

• Proficiency in market pricing, job evaluation, and compensation analytics.
• Strong data analysis and modeling capabilities.
• Strong proficiency in MS Excel, Word and PowerPoint. Working knowledge of Business Object Reporting, Power BI and Microsoft 365 AI platform is preferred.
• Experience with compensation tools, market survey platforms, and HRIS systems.
• Ability to manage mid‑ to large‑scale projects with cross‑functional impact.
• Excellent communication skills, with the ability to influence across teams and levels.

Competencies

• Strong problem‑solving skills with the ability to navigate moderately complex challenges.
• High level of accountability for execution, accuracy, and continuous improvement.
• Ability to work independently and exercise sound judgment within compensation guidelines.
• Collaborative mindset with strong partnership skills.
• Legally authorized to work in the U.S.

Annual Base Salary Range: $104,000 - $120,000

What we offer  

• We offer a competitive base salary, annual bonus (applicable based on level of position), great medical, dental and vision coverage, 401k with a generous company match, incredible wellness benefits, commuter benefits, pet insurance, generous PTO, and much more!  
• We have implemented Smart Work, a hybrid model of working that promotes flexibility in the workplace. 
• Seize the freedom to define your future and ours. We’ll empower you to take risks, experiment and explore.
• Be part of an inclusive, diverse culture where everyone’s contribution is respected; Collaborate with some of the world’s best people and feel like you belong.
• Pursue your ambitions and develop your skills with a global business – our staggering size and scale provides endless opportunities to progress.
• Take pride in delivering our promise to society: To improve the lives of millions of smokers.

PMI is an Equal Opportunity Employer. 

PMI is headquartered in Stamford, Conn., and its U.S. affiliates have more than 2,300 employees.  

PMI has been an entirely separate company from Altria and Philip Morris USA since 2008. PMI’s affiliates first entered the U.S. market following the company’s acquisition of Swedish Match in late 2022. 

Philip Morris International and its U.S. affiliates are working to deliver a smoke-free future. Since 2008, PMI has invested $12.5 billion globally to develop, scientifically substantiate and commercialize innovative smoke-free products for adults who would otherwise continue to smoke with the goal of transitioning legal-age consumers who smoke to better alternatives. In 2022, PMI acquired Swedish Match – a leader in oral nicotine delivery – creating a global smoke-free champion led by the IQOS and ZYN brands. The U.S. Food and Drug Administration has authorized versions of PMI’s IQOS electronically heated tobacco devices and Swedish Match’s General snus as Modified Risk Tobacco Products and renewal applications for these products are presently pending before the FDA. For more information, please visit www.pmi.com/us and www.pmiscience.com.

#PMIUS #LI-JP1