Job descriptionPowerfleet (Nasdaq: AIOT; JSE: PWR) is a global leader in the artificial intelligence of things (AIoT) software-as-a-service (SaaS) mobile asset industry. With more than 30 years of experience, Powerfleet unifies business operations through the ingestion, harmonization, and integration of data—regardless of source—and delivers actionable insights to help companies meet their strategic objectives around Safety, Compliance, Efficiency and Sustainability. Our people-first culture and relentless innovation empower customers to achieve measurable, sustainable business improvements. Powerfleet serves over 2.6 million subscribers across more than 48,000 customers in 120 countries, with commercial operations across every major continent. Powerfleet (Nasdaq: AIOT; JSE: PWR) is a global leader in the artificial intelligence of things (AIoT) software-as-a-service (SaaS) mobile asset industry. With more than 30 years of experience, Powerfleet unifies business operations through the ingestion, harmonization, and integration of data—regardless of source—and delivers actionable insights to help companies meet their strategic objectives around Safety, Compliance, Efficiency and Sustainability. Our people-first culture and relentless innovation empower customers to achieve measurable, sustainable business improvements. Powerfleet serves over 2.6 million subscribers across more than 48,000 customers in 120 countries, with commercial operations across every major continent. Position Summary
Powerfleet is seeking a Global Compensation Manager to design, administer, and continuously enhance compensation programs across our global workforce. This role is responsible for global job architecture, salary benchmarking, incentive compensation, and compensation governance across multiple countries and currencies. Partnering closely with HR Business Partners, Talent Acquisition, Finance, HR Systems, and executive leadership, the Global Compensation Manager will ensure compensation programs are competitive, equitable, compliant, and aligned with business objectives. The ideal candidate combines strong analytical expertise with sound business judgment and thrives in a fast-paced, global, post-merger environment. Key Responsibilities
Global Compensation Strategy
Design, administer, and continuously improve global base salary, bonus, and incentive compensation programs across all Powerfleet regions. Evaluate compensation programs to ensure competitiveness, internal equity, and alignment with organizational goals. Develop and maintain global compensation policies, guidelines, and governance practices. Job Architecture & Market Benchmarking
Own and maintain the global job architecture and leveling framework, ensuring consistent job evaluation, career progression, and salary band alignment across countries. Manage relationships with compensation survey providers and conduct market pricing analyses across North America, LATAM, EMEA, and APAC. Partner with HR Business Partners and Talent Acquisition to support compensation recommendations for new hires, promotions, transfers, and organizational changes. Conduct internal equity analyses and provide recommendations to ensure fair and competitive pay practices. Annual Compensation Programs
Lead the annual compensation planning process, including merit increases, bonus funding, incentive payouts, and long-term incentive (LTIP) administration. Partner with Finance and HR leadership to develop compensation budgets and support executive compensation planning. Ensure accurate execution of compensation cycles through planning, reporting, and governance. Compensation Analytics & Workforce Planning
Develop and maintain country- and foreign exchange-adjusted compensation models to support workforce planning, organizational restructuring, and financial forecasting. Analyze compensation data, market trends, and workforce metrics to provide strategic recommendations to business leaders. Prepare executive-level reports, compensation analyses, and Board materials to support compensation decisions and governance. Compliance & Governance
Ensure compensation programs comply with applicable pay equity and pay transparency legislation across global jurisdictions, including Canada, the United States, and Europe. Develop compensation policies, documentation, and manager guidance to support consistent and compliant pay decisions. Partner with Legal, HR, and Finance to maintain governance over compensation practices and regulatory compliance. HR Systems & Cross-Functional Collaboration
Partner with the HR Systems team to maintain compensation data integrity within BambooHR and related HR reporting tools. Collaborate with Payroll, Finance, HR Business Partners, Talent Acquisition, and executive leadership to ensure accurate compensation administration. Support HR technology enhancements related to compensation planning, reporting, and analytics. Required Qualifications
Bachelor's degree in Human Resources, Finance, Business Administration, or a related field, or equivalent combination of education and experience. 5+ years of progressive compensation experience, including job evaluation, market pricing, salary administration, and incentive compensation. Experience managing compensation programs across multiple countries and currencies. Advanced Microsoft Excel skills, including experience building compensation models and performing complex data analysis. Experience with compensation benchmarking survey providers such as Radford, Mercer, or Willis Towers Watson. Strong understanding of compensation governance, pay equity, and pay transparency legislation across Canada, the United States, and other global jurisdictions. Excellent analytical, problem-solving, and financial modeling skills. Strong communication and presentation skills, with the ability to explain complex compensation concepts to leaders and employees. Demonstrated ability to manage confidential compensation information with discretion and professionalism. Preferred Qualifications
Experience supporting a global, matrixed, or post-merger organization. Experience with BambooHR or other HRIS platforms supporting compensation administration. Certified Compensation Professional (CCP) designation is preferred. Experience supporting executive and Board-level compensation reporting and governance. The base salary range for this full-time position is
$115,000-$130,000 CAD , with eligibility for additional variable compensation. Final compensation will be determined based on experience, skills, and location. Powerfleet (Nasdaq: AIOT; JSE: PWR) is a global leader in AIoT (Artificial Intelligence of Things) and SaaS-based mobile asset management. With over 30 years of expertise, we empower organizations worldwide to unify operations by ingesting, harmonizing, and integrating data from any source—transforming it into actionable insights that save lives, time, and money. Our end-to-end solutions help businesses monitor, manage, and optimize everything from warehouse assets to connected vehicles, driving safety, efficiency, and sustainability across the supply chain. But we are more than just a technology company—our people-centric approach fosters innovation and long-term success for our customers. Powerfleet serves over 2.6 million subscribers across 48,000 customers in 120 countries, with commercial operations spanning every major continent. Join us as we shape the future of intelligent mobility and business transformation. Equal Employment Opportunity Statement
Powerfleet is an equal opportunity employer. We are committed to creating an inclusive and accessible workplace where all individuals are treated with respect and dignity. We prohibit discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, or any other protected characteristic under applicable Canadian human rights legislation. Equal Employment Opportunity Statement
Powerfleet is committed to maintaining a diverse, equitable, and inclusive workplace where all individuals are treated with dignity and respect. Employment decisions are based on qualifications, merit, and business needs. We do not discriminate or tolerate harassment on any protected basis under applicable laws in the countries where we operate, including characteristics such as race, ethnicity, nationality, religion, gender, gender identity or expression, sexual orientation, disability, or age.
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