This role is pivotal in bolstering the broader HR function and enhancing Crown's success by strategically managing compensation and optimizing HRIS. As an integral part of Crown's Global HR team, you will actively engage in collaboration and benchmarking with peers across the organization, aiming for best practices and standardization opportunities. Aligned with the mission of the Crown Human Resources Team and adhering to Crown’s Compensation Philosophy, the Senior Manager will assume oversight of a diverse range of responsibilities, encompassing, but not confined to, the following: HRIS System: North American lead who works to implement, manage and optimize the SAP Success Factors. Merit Increase Program: Own and administer the Crown’s annual Merit Increase Program. Mid-Year Review Program: Facilitate and coordinate the Mid-Year Review Program. Incentive Programs: Oversee various incentive programs, including the Management Incentive Plan, Economic Profit Plan, and Gainsharing. Crown Restricted Stock Grant Program: Implement and manage the Crown RSG Program. Consultation and Guidance: Provide consultation and guidance for activities such as new hires, promotions, and transfers. WTW Partnership Lead: Take the lead in the partnership with Willis Towers Watson, overseeing compensation surveys and studies. Crown’s Expatriate&International Transfer Program: Collaborate with the Rudnick Team to manage Crown's Expatriate&International Transfer program. Ownership of Crown Position&Grade Book: Maintain and update the Crown Position&Grade book. KPMG Partnership: Work with KPMG on aspects such as International Tax and Cross-Border Canadiana. Crown Consultants: Manage relationships with Crown Consultants. Metrics&KPI Management / Reporting: Develop and maintain metrics and Key Performance Indicators (KPIs) for effective management and reporting. Overtime Reports: Monitor and report on overtime usage. Pay Equity: Ensure compliance with pay equity regulations. Pay Transparency: Implement and maintain practices that promote pay transparency. Compensation Statements: Develop and distribute compensation statements to employees. Compensation Communication: Communicate compensation-related information effectively across the organization. Other responsibilities and special projects will be assigned per business requirements. In addition to the qualifications and experience listed above, the ideal candidate will possess the following: Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field. Master’s Degree is a plus Minimum of 7 years related Compensation experience with at least 4 years in leadership roles. Deep understanding of compensation and STI and LTI plans. Experience with a public company preferred SHRM SCP/CP, CPP and or CEBS certification preferred Proven history of evaluating incentive design and recommend compensation and benefit programs based on market assessment and business strategy Success in creating and articulating complex strategies and plans to executive management and peers. Ability to work independently, as a leader and as a team member to accomplish results. This is a very hands-on position. Progressive leadership experience with the management and administration of compensation plans. Experience in identifying issues and recommending and implementing strategies to resolve problems. Ability to interface and communicate effectively in a clear and concise manner with all levels of employees, managers, vendors, consultants, and legal advisors. Demonstrated ability to identify, influence and collaborate with key stakeholders to achieve desired results Excellent analytical skills, critical decision making and change management Strong project management skills with the ability to multitask and bring projects to completion. Must deliver results. High level of proficiency in MS Word, Excel, Access, PowerPoint and Outlook required. Approximately 15% travel will be required for success in this position.