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Added 7 mins ago
SF
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Manager International Compensation
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- $106,000 to $140,000 USD / year
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Added 34 mins ago
UB
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Ulta Beauty, Inc.

Manager International Compensation

Bolingbrook, IL, United States

$106,000 to $140,000 USD / year

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Job details

Pay: $106,000 to $140,000 USD / year
Apply by: Nov 9, 2027
Experience: 5-8+ years of progressive compensation experience, including approximately 3–5+ years of meaningful international/global compensation experience
Posting language: English
Posted: Nov 9, 2026

Original job description

OVERVIEW

Authentic. Supportive. Fun. To experience human resources at Ulta Beauty is to step out of the mundane and into an environment alive with optimistic energy. After all, success breeds opportunity, and the opportunities to help drive an organization at the top of its game to even greater heights are as uncommon as they are satisfying.

It’s fast, it’s ambitious, it’s anchored in trust. With the chance to move or flex based on new or existing interests and passions. If you want that rare culture of lived values, where “team” truly means something. Where the drive for excellence is balanced with a genuine desire to help and encourage. And where the mark you make will be seen and recognized - we challenge you to dream bigger. To imagine the possibilities.

THE IMPACT YOU CAN HAVE

The Manager, International Compensation and HR Financials is responsible for supporting the design, implementation, governance, and administration of compensation programs for employees outside the United States. This role serves as a subject matter expert and strategic partner to HR, business leaders, Finance, Legal, Payroll, and external advisors on international compensation matters. The role will help build scalable global compensation practices as the organization expands internationally, balancing competitive market practices, internal equity, regulatory requirements, cost considerations, and consistency with the company's overall compensation philosophy. In addition, this role will be responsible for HR financial forecasting and budgeting (in conjunction with our FP&A team).

YOU'LL ACCOMPLISH THESE GOALS BY:

International Compensation Strategy & Programs

Support the development and implementation of compensation strategies, programs, and policies across international markets.
Partner with non-US entities to Develop and maintain competitive salary structures, ranges, and compensation frameworks by country and employee population.
Coordinate with non-US entities where applicable to conduct market benchmarking and competitive analysis using external compensation surveys and market data. Serves as a focal point for the PS Rewards function to ensure all entities are deploying compensation and benefits that are consistent with the Global Rewards Philosophy.
Provide recommendations regarding base salary, short-term incentives, long-term incentives, allowances, and other compensation elements to non-US entities.
Evaluate compensation practices across countries and identify opportunities to improve competitiveness, consistency, governance, and cost effectiveness.
Support compensation planning processes for international employee populations, including merit, promotion, incentive, and market adjustments.

International Assignments & Mobility

Provide compensation and mobility expertise for international assignments, secondments, transfers, and other cross-border employment arrangements.
Develop and maintain compensation approaches for expatriate and international assignee populations, including assignment allowances, cost-of-living adjustments, housing, tax equalization, and other mobility-related compensation.
Partner with mobility, tax, payroll, Legal, and external advisors to support compliant and competitive assignment packages.
Prepare and review international assignment cost estimates and compensation packages.

Market Expansion & International Growth

Support compensation planning associated with entry into new countries and international business expansion.
Research local compensation practices, statutory requirements, market competitiveness, and compensation structures.
Develop compensation recommendations for newly established international organizations and positions.
Partner with HR and Talent Acquisition on compensation offers for critical international hires.

Compensation Consulting

Serve as a compensation advisor to HR Business Partners, Talent Acquisition, and business leaders on international compensation decisions.
Provide analysis and recommendations regarding non-US Officer new hires, promotions, retention situations, organizational changes, and other compensation decisions.
Translate complex compensation issues into clear recommendations for HR and business stakeholders.
Identify compensation risks and emerging issues and recommend appropriate solutions.

HR Financial Planning & Analysis

Lead the financial planning, forecasting, and budgeting processes for Human Resources cost centers, partnering with HR leadership and Finance to develop accurate and actionable financial plans.
Serve as the primary HR liaison with Finance for departmental budgets, forecasts, and financial performance.
Drive continuous improvement and automation of HR financial planning, reporting, and forecasting processes.

Governance, Compliance & Operations

Coordinates and monitors international compensation regulations and market practices and assesses potential implications for compensation programs.
Partner with Legal, Payroll, Tax, Finance, and external advisors to support compliance with local requirements.
Develop and maintain compensation policies, processes, documentation, and governance standards.
Support compensation-related audits and regulatory reporting as appropriate.
Ensure compensation data and processes are accurate, appropriately controlled, and scalable.

Analytics & Insights

Develop compensation analyses and models to support business decisions.
Analyze internal and external non-US compensation data to identify trends, risks, and opportunities.
Develop dashboards and reporting that provide insight into international compensation competitiveness, cost, and effectiveness.
Prepare executive-level presentations and recommendations regarding international compensation matters.

THE ESSENTIALS OF SUCCESS

5-8+ years of progressive compensation experience, including approximately 3–5+ years of meaningful international/global compensation experience

Preferred Qualifications

Experience working in a multinational organization with employees across multiple geographic regions.
Experience with compensation surveys such as Mercer, WTW, Aon/Radford, or similar providers.
Experience with international assignments and global mobility compensation strongly preferred.
Experience with Success Factors or another global HRIS.
Knowledge of international mobility concepts including tax equalization, tax protection, cost-of-living allowances, housing allowances, and assignment compensation methodologies.
Familiarity with international pay transparency, minimum wage, working-time, pension, and other compensation-related regulatory requirements.
CCP, GRP, or similar compensation certification preferred but not required.
Experience in retail, consumer-facing, or other large multinational organizations.
Advanced Excel and analytical skills.

Competencies

Global mindset: Understands how compensation practices, regulations, and labor markets differ across countries rather than assuming U.S. practices translate internationally.
Analytical judgment: Converts complex compensation and market data into actionable recommendations.
Business acumen: Understands the financial and organizational implications of compensation decisions.
Consulting capability: Effectively challenges, influences, and advises HR and business stakeholders.
Execution: Can move between strategic program development and detailed operational work.
Communication: Clearly communicate complex compensation concepts to audiences without deep compensation expertise.

Collaboration: Effectively partners across HR, Finance, Legal, Tax, Payroll, and external advisor

The pay range for this position is $106,000.00 - $140,000.00 / Year with the opportunity for eligible associates to earn additional compensation pursuant to the Company’s bonus plan. Exact pay will be based on factors including, but not limited to relevant education, qualifications, certifications, experience, level, shift, geographic location, and business and organizational needs. Full-time positions are eligible for paid time off, health, dental, vision, life and disability benefits. Part-time positions are eligible for dental, vision, life, and disability benefits. For additional information concerning our benefits, visit our Benefits and Career Development page: https://learn.bswift.com/ulta ABOUT

At Ulta Beauty (NASDAQ: ULTA), the possibilities are beautiful. Ulta Beauty is the largest North American beauty retailer and the premier beauty destination for cosmetics, fragrance, skin care products, hair care products and salon services. We bring possibilities to life through the power of beauty each and every day in our stores and online with more than 25,000 products from approximately 500 well-established and emerging beauty brands across all categories and price points, including Ulta Beauty’s own private label. Ulta Beauty also offers a full-service salon in every store featuring - hair, skin, brow, and make-up services.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.

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