• Assist in the design, implementation and administers compensation programs (base pay, bonus, other incentives, etc.) that align with business strategy, are cost and market competitive, and enable the business to attract, retain and reward a global workforce. • Plans, designs, communicates, and administers equitable and competitive total cash compensation packages and programs (base pay, incentives, bonuses, sales compensation). • Serves as a partner to the HR community, identifying and resolving compensation-related issues. • Guides and facilitates conversations on how the business’ compensation programs can drive and support it’s short and long-term success. • Manages short and long-term compensation projects. • Partners with stakeholder teams to develop and drive Owens & Minor's Global Compensation philosophy and strategy; teams with in-country/regional HR resources on local implementation; performs due diligence activities for M&A; champions the Owens & Minor teammate-focused culture. • Provides thought leadership in the ongoing assessment of compensation programs and offerings to ensure that they are both meeting business needs and are current with marketplace practices. • Develops, implements, and measures the success of market-competitive, global total compensation plans and policies that meet the diverse needs of teammates in differing geographical areas. • Working with stakeholders to develop meaningful scorecards that tie to organizational goals. • Oversees administration of teammate compensation for assigned company operations. • Provides special guidance and assistance to domestic and global locations. • Leads assigned annual processes for the organization (merit, pay structure, cash/stock incentive compensation planning, etc.). • Prepares materials/presentations for use by the Leadership Team to make data driven decisions. • Evaluates and compares existing company total compensation programs with competitors through benchmarking, surveys, and other information sources. • Analyzes results of surveys and develops specific recommendations for review by management. • Engages in both intra-departmental and cross-functional compensation projects (incentives budgeting, merit planning, survey management/participation, internal/external auditor coordination, etc.).