Manager, Performance and Compensation

Key Responsibilities

• Performance Management Develop, maintain, and continuously improve the Winpak performance management framework, including annual goal setting, mid-year discussions, year-end reviews, talent review inputs, and calibration processes. Establish clear timelines, tools, training materials, communications, and leader guidance to support consistent execution of the performance management cycle across business units. Enable a simple, meaningful, and evidence-based coaching and feedback process that helps employees understand expectations and succeed against role accountabilities, annual goals, and Winpak Values.
• Develop, maintain, and continuously improve the Winpak performance management framework, including annual goal setting, mid-year discussions, year-end reviews, talent review inputs, and calibration processes.
• Establish clear timelines, tools, training materials, communications, and leader guidance to support consistent execution of the performance management cycle across business units.
• Enable a simple, meaningful, and evidence-based coaching and feedback process that helps employees understand expectations and succeed against role accountabilities, annual goals, and Winpak Values.
• Compensation & Rewards Develop, maintain, and administer Winpak’s base pay framework, including salary structures, salary bands, job slotting, job titling, market positioning, and internal equity. Support the design and administration of variable compensation programs that recognize business performance, individual contribution, and pay-for-performance principles, including practical experience designing and implementing sales incentive programs. Lead the annual compensation review process, including preparation of tools, timelines, guidelines, communications, analysis, and recommendations for leadership review and approval. Conduct market compensation analysis, job matching, salary benchmarking, and geographic differential reviews to inform compensation framework construction and facilitate decision making. Provide guidance to HR Business Partners and leaders on compensation policy interpretation, pay decisions, job evaluation, and equitable application of compensation frameworks and compliance.
• Develop, maintain, and administer Winpak’s base pay framework, including salary structures, salary bands, job slotting, job titling, market positioning, and internal equity.
• Support the design and administration of variable compensation programs that recognize business performance, individual contribution, and pay-for-performance principles, including practical experience designing and implementing sales incentive programs.