Sr Manager - Compensation

Our commitment to pay range transparency fosters an equitable workplace, where everyone can feel valued. The annual compensation range for this position is stated below. The salary offered within this range will be based upon the geographic location, work experience, education, licensure requirements and/or skill level. Salary Range:

$129,500.00 - $194,300.00

Purpose Statement: The Sr Manager - Compensation will serve as the architect of Plexus’s global rewards infrastructure. The primary focus of this role is to ensure our programs balance healthy financial performance while strengthening our EVP to attract and retain top-tier engineering and manufacturing talent.

Key Responsibilities

• COE Architecture & Governance: Design the blueprint for a centralized Global Compensation COE that standardizes job architecture, grading structures, and pay-for-performance philosophies across all 7 operating countries. Standardize the annual merit, bonus, and equity cycle processes to eliminate regional inefficiencies and reduce administrative spend.

• Global Regulatory Compliance & Risk Mitigation: Oversee pay equity frameworks globally, ensuring defensible, data-driven compensation structures.

• Technology & HRIS Optimization: Own and optimize the tools and vendors associated with compensation data, leveraging advanced analytics to provide predictive insights on labor market trends, compression risks, and attrition costs.

• Architect & Scale Sustainable Compensation Structures: Lead the design, implementation, and continuous modeling of global total rewards programs (base salary structures, short-term variable incentives, and equity allocation frameworks) that align with Plexus’s financial guardrails and strategy.

Key Skillsets & Important Competencies

• Financial & Analytical Modeling: Ability to connect comp data with corporate financial metrics

• Executive comp expertise

• SEC disclosure & Proxy reporting understanding

• Job leveling & structural design

• Strategic Architecture & System Design: Proven capability to build compensation structures from scratch rather than simply maintaining legacy programs

• Executive Presence & Cross-Functional Influence: Comfort collaborating with Finance, Legal, and executive leadership to align total rewards with corporate governance.

• Global Acumen: Deep understanding of differing geographic rewards landscapes, including localized statutory benefits, currency fluctuation impacts on allowances, and varying regional inflation rates.

Education/Experience Qualifications:

• Education: Bachelor’s degree in Finance, Economics, Human Resources, or a related quantitative discipline.

• Experience: 7+ years of progressive compensation experience within a publicly traded, global manufacturing or technology enterprise.

Physical Requirements:

• Professional office environment with suitable lighting, comfortable temperatures, and low noise level. May require prolonged periods of sitting at a desk, using a computer, and other office equipment. Minimal physical activity is generally involved, emphasizing the importance of good posture and ergonomic workplace arrangements.

Travel Requirements:

• Less than 40%

This document does not represent a contract of employment and is not intended to capture every possible assignment the incumbent could be asked to perform.