Manager, Compensation

Requisition ID: 73049

About Whirlpool Corporation

Whirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life at home. As the only major U.S.-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool , KitchenAid , JennAir, Maytag , Amana, Brastemp , Consul , and InSinkErator . In 2025, the company reported approximately $16 billion in annual net sales - close to 90% of which were in the Americas - 41,000 employees, and 35 manufacturing and technology research centers. Additional information about the company can be found at WhirlpoolCorp.com .

The team you will be a part of

The Compensation team is responsible for the analysis and implementation of compensation policies and procedures which are consistent with the organization's overall reward strategy. Develops implements and administers compensation such as salaries, short- and long-term incentives, job evaluations, salary increases and salary surveys.

This role in summary

The Compensation Manager will lead, design, and execute the total compensation strategy across the North American region .This role is responsible for driving compensation competitiveness, market alignment, and internal equity to attract and retain top talent. The position oversees base salary structures, short- and long-term variable incentives, merit review cycles, labor cost budgeting, and organizational architecture optimization (job families, spans of control, and headcount sizing).

Your responsibilities will include

1. Compensation Strategy & Governance

• Design, implement, and maintain base pay structures, salary bands, and variable incentive schemes (annual performance bonuses, sales incentives, and operational pay structures) tailored to North American markets. • Lead annual merit increase cycles, market adjustment reviews, and annual bonus payout calculations across North American entities. • Conduct annual market pricing and salary survey participations (Mercer, Willis Towers Watson, Korn Ferry, Hay Group) to monitor market trends and maintain competitive positioning in North America. • Ensure compensation policies, guidelines, and governance models align with regional legal requirements and business strategy.

2. Organizational Architecture & Consulting Projects

• Lead and support organizational design initiatives in partnership with top-tier management consultancies, focusing on job architecture redesign, role definitions, spans of control optimization, and headcount right-sizing. • Standardize and integrate compensation structures during regional alignment initiatives. • Perform job evaluations, position benchmarking, and pay equity analyses across white-collar and blue-collar employee groups.