AccruePartners
A newly formed global enterprise at the forefront of specialty materials and nonwovens, born through a major merger that combined two industry leaders. The organization features a lean, high‑impact HR team harmonizing systems and pay philosophies across multiple global sites, led by a VP of Global Total Rewards who focuses on modernization and best practices. The culture emphasizes data, accountability, continuous improvement, and offers broad exposure across HR functions.
A newly formed global enterprise at the forefront of specialty materials and nonwovens, born through a major merger that combined two industry leaders
A lean, high‑impact HR organization in the midst of harmonizing systems, processes, and pay philosophies across multiple global sites
Led by a recently hired VP of Global Total Rewards with deep compensation and leadership expertise, focused on modernization and best practices
Collaborative, transparent culture that values data, accountability, and continuous improvement
Team members who enjoy broad exposure across HR functions and direct access to executive leadership
Location Hybrid role based out of the corporate headquarters in Huntersville, North Carolina, with four days per week onsite.
What they offer you
Opportunity to help define compensation strategy for a newly integrated global enterprise
Direct partnership with senior HR leadership and the ability to influence compensation programs company‑wide
High visibility and autonomy within a lean, global Total Rewards team
Exposure to global pay structures, HRIS transformation, and the upcoming Dayforce system implementation
Why this role is important
Serves as the key compensation point of contact for all salary, hourly, and incentive programs across global operations
Ensures pay programs align with market competitiveness, performance, and internal equity
Bridges legacy systems and data sources, providing analysis, modeling, and reporting that drive informed pay decisions
Plays a critical role in supporting the annual merit, promotion, and bonus cycles
Supports the organization’s broader integration effort, helping unify pay practices and job architectures across sites and geographies
The background that fits
3–7 years of compensation experience, ideally within manufacturing or distribution environments supporting large employee populations (2,000+)
Advanced Excel skills for modeling and analysis; strong analytics skills and data driven mindset.
Proven ability to interpret market data, evaluate jobs, and develop pay structures and progression models
Experience with HRIS systems such as Dayforce, and tools like Korn Ferry Pay a plus
Strong analytical mindset with excellent attention to detail and the ability to present insights to leadership clearly and confidently
Seniority level: Associate
Employment type: Full‑time
Job function: Human Resources
Industries: Human Resources Services
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A newly formed global enterprise at the forefront of specialty materials and nonwovens, born through a major merger that combined two industry leaders
A lean, high‑impact HR organization in the midst of harmonizing systems, processes, and pay philosophies across multiple global sites
Led by a recently hired VP of Global Total Rewards with deep compensation and leadership expertise, focused on modernization and best practices
Collaborative, transparent culture that values data, accountability, and continuous improvement
Team members who enjoy broad exposure across HR functions and direct access to executive leadership
Location Hybrid role based out of the corporate headquarters in Huntersville, North Carolina, with four days per week onsite.
What they offer you
Opportunity to help define compensation strategy for a newly integrated global enterprise
Direct partnership with senior HR leadership and the ability to influence compensation programs company‑wide
High visibility and autonomy within a lean, global Total Rewards team
Exposure to global pay structures, HRIS transformation, and the upcoming Dayforce system implementation
Why this role is important
Serves as the key compensation point of contact for all salary, hourly, and incentive programs across global operations
Ensures pay programs align with market competitiveness, performance, and internal equity
Bridges legacy systems and data sources, providing analysis, modeling, and reporting that drive informed pay decisions
Plays a critical role in supporting the annual merit, promotion, and bonus cycles
Supports the organization’s broader integration effort, helping unify pay practices and job architectures across sites and geographies
The background that fits
3–7 years of compensation experience, ideally within manufacturing or distribution environments supporting large employee populations (2,000+)
Advanced Excel skills for modeling and analysis; strong analytics skills and data driven mindset.
Proven ability to interpret market data, evaluate jobs, and develop pay structures and progression models
Experience with HRIS systems such as Dayforce, and tools like Korn Ferry Pay a plus
Strong analytical mindset with excellent attention to detail and the ability to present insights to leadership clearly and confidently
Seniority level: Associate
Employment type: Full‑time
Job function: Human Resources
Industries: Human Resources Services
#J-18808-Ljbffr