À propos de ce poste Compensation & Analytics Manager chez Sotheby's
ABOUT SOTHEBY'S
Established in 1744, Sotheby’s promotes access and ownership of exceptional art and luxury objects through auctions, private sales and retail. Our deep expertise across 70 selling categories is supported by a leading technology platform and a global network of specialists spanning 40 countries. Selling categories include Contemporary Art, Modern and Impressionist Art, Old Masters, Chinese Works of Art, Jewelry, Watches, Wine and Spirits and Design, as well as collectible cars and real estate through RM Sotheby’s and Concierge. Sotheby’s Financial Services is a leading art lender and provides capital solutions for collectors around the world, having originated more than $12 billion in loans since its inception. Sotheby’s new global headquarters is now open at the iconic Breuer building at 945 Madison Avenue in New York City.
THE ROLE
The Compensation & Analytics Manager plays a key role in shaping and advancing the organization's compensation strategy. This position partners closely with HR leadership, Finance, and business leaders to design, analyze, and implement compensation programs that support business objectives, attract and retain talent, and ensure market competitiveness.
This role is highly analytical and project-oriented, with a particular focus on compensation program design, sales incentive plan development, benchmarking and market analysis, acquisition integration, and executive-level reporting. The successful candidate will also serve as support to the Chief Human Resources Officer, providing data-driven insights and recommendations to support compensation planning, budgeting, and Compensation Committee materials.
This position offers an excellent opportunity for a compensation professional who enjoys combining strategy, analytics, and project execution to influence key business and talent decisions.
KEY RESPONSIBILITIES
Compensation Program Design & Management
- Support the design, enhancement, and implementation of broad-based compensation programs, including base salary structures, incentive plans, and reward frameworks.
- Develop recommendations for salary ranges, pay positioning, and compensation program enhancements based on market data and business needs.
- Partner with HR Business Partners and business leaders to address complex compensation issues and provide consultative guidance.
- Ensure compensation programs comply with applicable regulations, company policies, and governance standards.
Job Evaluation, Market Analysis & Compensation Assessment
- Conduct targeted job evaluations and organizational compensation assessments to ensure internal equity and external competitiveness.
- Analyze industry trends, competitive practices, and emerging compensation developments.
- Prepare recommendations for salary structures, market adjustments, and compensation strategy changes.
Sales Incentive & Variable Compensation
- Support the design, modeling, implementation, and ongoing evaluation of sales incentive and variable compensation programs.
- Analyze plan effectiveness, participant performance, and cost implications to ensure alignment with business objectives.
- Recommend improvements to sales compensation structures, measures, and governance processes.
- Partner with Finance and business leadership to ensure accurate incentive plan modeling and forecasting.
Strategic Compensation Projects
- Support compensation-related projects from concept development through implementation and communication.
- Support compensation due diligence activities related to acquisitions and strategic transactions.
- Analyze compensation structures and incentive programs of acquired organizations and develop integration recommendations.
- Partner with HR leadership to align compensation programs, job architecture, and pay practices following acquisitions or organizational changes.
- Assist in the development and implementation of integration roadmaps and change management activities.
Compensation Planning, Analytics & Reporting
- Support annual compensation planning processes, including merit increase, promotional increase, and incentive funding analysis and recommendations.
- Support the preparation of materials, presentations, and compensation analyses for executive leadership, senior management, and the Compensation Committee.
- Design and develop recurring and ad hoc workforce analytics related to compensation, incentives, headcount planning, and organizational effectiveness.
IDEAL EXPERIENCE & COMPETENCIES:
Required:
- Bachelor's degree in Human Resources, Finance, Economics, Business, Mathematics, Statistics, or a related relevant field.
- 5-10 years of progressive compensation experience.
- Strong analytical and quantitative skills with the ability to translate complex data into actionable business recommendations.
- Experience conducting compensation benchmarking, salary structure analysis, and market pricing, including the application of international market data and global compensation practices.
- Advanced proficiency in Excel and experience building financial models and compensation analyses.
- Strong project management skills with the ability to manage multiple priorities simultaneously.
- Excellent presentation, communication, and stakeholder management skills.
Preferred:
- Compensation consulting experience with a recognized consulting firm or advisory practice.
- Experience designing or supporting sales incentive compensation programs.
- Experience supporting acquisitions and integration activities.
- Experience preparing executive-level presentations and Compensation Committee materials.
- CCP certification or other compensation-related credentials.
The proposed base salary for this position ranges from $130,000-$160,000. In addition to base salary successful candidates are eligible to receive a discretionary bonus, as well as a competitive benefits package. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered.
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The Company is an equal opportunity employer and considers all applicants for employment without regard to race (including, without limitation, traits historically associated with race, such as natural hair, hair texture, and protective and treated or untreated hairstyles), color, creed, religion, sex, sexual orientation, marital or civil partnership/union status, national origin, age, disability, pregnancy, genetic predisposition, genetic information, reproductive health decision, sexual orientation, gender identity or expression, alienage or citizenship status, domestic violence victim status, military or veteran status, or any other characteristic protected by federal, state/province or local law. The Company complies with applicable state and local laws prohibiting discrimination in employment in every jurisdiction in which it operates.