Job Title: Senior Manager, Compensation Department: People & Culture Reporting to: VP of Total Rewards Location: Mississauga, ON / Hybrid Vacancy Status: This posting is for an existing vacancy.

Greenfield is looking for a Senior Manager, Compensation to join our growing team. We are seeking a thoughtful, hands-on, and strategic Manager / Senior Manager, Compensation to join Greenfield Global during an exciting period of HR transformation. This is a high-impact opportunity for a compensation leader who wants to help build, modernize, and scale compensation programs across a growing, multi-site, global organization. In this role, you will lead the design, implementation, governance, and ongoing evolution of Greenfield’s compensation strategy across all areas of the business. You will play a key role in developing salary structures, compensation frameworks, job evaluation processes, wage progression models, pay transparency practices, and manager enablement tools that support fair, competitive, and consistent compensation decisions. This role requires someone who can operate both strategically and tactically, someone who is comfortable building future-state programs while also owning day-to-day compensation activities. The successful candidate will bring strong technical compensation expertise, sound judgment, change management capability, and the ability to partner effectively with HR, business leaders, Finance, and operational stakeholders. Greenfield has employees across Canada, the United States, and Ireland, and experience supporting manufacturing, operations, unionized or partially unionized environments, and multi-jurisdictional compensation practices would be highly valuable. Benefits experience would be considered an asset, although the immediate focus of this role will be compensation. This is an exciting opportunity for someone who wants to build something meaningful, strengthen compensation governance, and help equip leaders to have confident, transparent, and effective compensation conversations with their teams. Who We Are: Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet. Why Join Greenfield? We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team. Who You Are: Strong analytical skills with the ability to interpret market data, identify trends, and develop actionable insights. Ability to translate complex compensation concepts into practical tools, guidance, and recommendations for managers and leaders Strong communication, facilitation, and change management skills. Your Experience Should Include: Post-secondary education in Human Resources, Business Administration, Finance, or a related field. Progressive experience in compensation, total rewards, or a related HR discipline. Strong technical compensation expertise, including salary structures, market pricing, job evaluation, salary survey participation, pay ranges, and compensation governance. Experience designing, implementing, or evolving compensation frameworks in a complex organization. Exposure to manufacturing, industrial, operations, or multi-site environments is strongly preferred. Experience working with wage progressions, job classifications, skilled trade or licensing-related pay considerations, and/or unionized environments would be an asset. Strong understanding of pay equity, pay transparency, internal equity, and compensation compliance requirements. Experience supporting compensation across multiple jurisdictions; exposure to Canada, the U.S., and/or Ireland would be an asset. Experience partnering with senior leaders, HR Business Partners, Finance, Legal, Talent Acquisition, and operational stakeholders. Demonstrated ability to operate in an evolving environment, manage ambiguity, and build programs from the ground up. Benefits, retirement, incentive compensation, executive compensation, or broader total rewards experience would be considered an asset. Advanced Excel and HR systems experience required; experience with compensation technology, reporting tools, or AI-enabled HR solutions would be an asset. Certified Compensation Professional designation or progress toward CCP would be considered an asset. CHRP/CHRL designation would be considered an asset. Location and Travel Requirements Hybrid role based out of Greenfield’s Mississauga office. Travel may be required to Greenfield sites in Canada, the United States, and/or Ireland, based on business needs. Travel is estimated at approximately 10–15%, subject to business requirements. Job Responsibilities: Compensation Strategy, Structure & Governance Lead the development, implementation, and ongoing governance of Greenfield’s compensation strategy, programs, policies, and practices. Support the design and rollout of salary structures, pay grades, compensation ranges, and wage progression models across corporate, commercial, manufacturing, and operational groups. Conduct job evaluations and support the development of job architecture and job classification frameworks. Partner with HR and business leaders to ensure compensation programs support business needs, talent attraction, retention, internal equity, and external competitiveness. Develop and maintain compensation philosophy, guidelines, tools, and decision-making frameworks. Support the evolution of compensation governance practices, ensuring consistency, scalability, and compliance across the organization. Market Analysis, Salary Surveys & Pay Competitiveness Lead participation in compensation surveys and analyze market data to assess competitiveness across roles, functions, geographies, and business segments. Translate market intelligence into practical recommendations for salary ranges, job levels, and compensation structures. Provide guidance on compensation offers, promotions, adjustments, job changes, and internal equity reviews. Monitor market trends, legislative changes, and emerging best practices in compensation, pay transparency, total rewards, and HR technology. Build tools, dashboards, and reporting to improve visibility into compensation trends, risks, and opportunities. Pay Equity, Pay Transparency & Compliance Lead and support pay equity, pay transparency, and compensation compliance initiatives across applicable jurisdictions. Partner with HR, Legal, Finance, and leadership to assess and address internal equity considerations. Support documentation, reporting, and governance related to compensation decisions and compliance requirements. Help prepare the organization for evolving pay transparency expectations, including job posting requirements, salary range communication, and internal compensation education. Ensure compensation programs are administered in alignment with legislative requirements and Greenfield’s values. Manager Enablement & Business Partnership Equip managers and HR partners with tools, resources, and guidance to support effective compensation conversations. Develop communication materials, training, and manager enablement resources related to compensation philosophy, pay decisions, salary ranges, and pay transparency. Partner with leaders to help them understand compensation frameworks and make consistent, fair, and business-aligned pay decisions. Act as a trusted advisor to HR Business Partners, Talent Acquisition, Finance, and business leaders on compensation matters. Support change management efforts as Greenfield evolves its compensation programs and broader HR operating model. Incentive Compensation & Executive Compensation Support the design, administration, and governance of short-term and long-term incentive programs. Partner with leadership and Finance on sales incentive plans, leadership variable pay structures, and other performance-based compensation programs. Provide analytical support and recommendations related to executive compensation, as needed. Ensure incentive programs are aligned with business goals, performance outcomes, and compensation philosophy. Benefits & Broader Total Rewards Exposure Support broader Total Rewards initiatives as needed, including benefits, retirement, and wellness programs. Provide input into the design and governance of flexible benefits programs aligned with legislative requirements and business strategy. Partner with internal stakeholders and external providers to support benefits and retirement program administration, where required. Bring a total rewards mindset to compensation program design and employee experience. Technology, Process Improvement & HR Transformation Contribute to Greenfield’s broader HR transformation by identifying opportunities to modernize compensation processes, tools, reporting, and governance. Leverage technology, software, data, and emerging AI-enabled tools to reduce manual work and improve compensation decision-making. Support the development of scalable compensation processes that improve efficiency, accuracy, transparency, and employee experience. Champion continuous improvement and bring curiosity, structure, and discipline to how compensation programs are designed and delivered. Total Compensation & Care: Base salary dependent on experience and demonstrated performance – $140,000.00 to $170,000.00. Formal and informal training opportunities Comprehensive health and dental benefits Income protection: short- and long-term disability coverage, life insurance, paid personal sick time Vacation time exceeding industry standards Company funded retirement savings program with individual contribution opportunities Meaningful and challenging work Curated intentional culture focused on growth and development, engagement, and communication About Us We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction. Core Principles Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers. Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements. Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals. Agility: Our team is not only fast, we have the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions. Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards. At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.