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Job Type:
Minimum USD Salary: 120,000
Maximum USD Salary: 120,000

Industry: People

Company: Shimadzu Scientific Instruments


Established in 1975, Shimadzu Scientific Instruments is one of the largest suppliers of analytical instrumentation, physical testing, and environmental monitoring systems in the world. Ground-breaking scientific research, manufacturing ideas and results continue to propel Shimazu’s outstanding reputation and “Excellence in Science.” People dedicated to our mission have the largest impact on Shimadzu’s continued growth and success. Would YOU like to join a diverse team of professionals working together with researchers, scientists and manufacturers to help better lives worldwide?


  • Our Culture: A Certified Great Place to Work firmly committed to diversity, inclusion, and belonging.
  • Competitive Compensation: Day 1 Benefits and competitive salary.
  • Retirement Benefits: Matching 401K and a Profit-Sharing Program.
  • Health Benefits: Flexible Spending/Health Savings Accounts.
  • Performance Bonuses: Variable Pay Plan for commission and incentive roles.
  • Work-Life Balance: Generous Paid Time Off and Hybrid work options for qualifying roles.
  • Education: Tuition Assistance Program for both graduate and undergraduate levels.
  • Insurance Perks: Pet Insurance, optional Identity theft, legal pre-paid, critical care benefits, and robust company-paid life and disability programs, inclusive of paternity and maternity leave.
  • Well-being: Comprehensive Corporate Wellness Program.
  • Work Flexibility: Business casual Dress Attire & casual (jeans) Friday!
  • Professional Growth: Clear pathways for Career, Leadership, and Personal Development.
  • Employee Engagement: Active Inclusion, Diversity, and Culture Employee Resource Groups (ERGs).


  • For Employees who reside in Connecticut, Massachusetts, New Jersey, and California, additional compensation is offered through a Cost-of-Living Adjustment (COLA).


The individual in this position is responsible for ensuring that all employees receive fair compensation in accordance with all federal, state and local laws and regulations. This role is responsible for managing the compensation functions for the department. The incumbent will plan, develop, implement, and revise compensation programs, policies and procedures. This role is vital in assisting the company to provide compensation packages that attract quality candidates and retain valuable employees. The Compensation & Equity Manager will develop creative solutions that add value to compensation packages without requiring large increases in spending, while ensuring programs are consistently administered. From an equity standpoint, the role is responsible for ensuring all employees are treated fairly by implementing pay process that eliminate wage discrimination. Additional, duties may be assigned as deemed appropriate.

This document attempts to communicate the traditional, physical and environment demands associated with this position. The company will consider reasonable accommodation including changing the way the job is traditionally performed whenever necessary to provide individuals with disabilities an equal employment opportunity.


  • Manages the development, implementation, and administration of all company compensation programs.
  • Monitors the effectiveness of existing compensation programs and recommends changes that are cost effective and consistent with compensation trends and corporate objectives.
  • Creates compensation programs that establish and maintain pay grades. Review job/role pay grade classifications and assign classification to new roles based on internal equity evaluation.
  • Create, implement, revise, and carry out consistent criteria for raises and/or promotions.
  • Complying with federal, state, and local compensation laws, such as minimum wage regulations and FLSA.
  • Researching market trends to evaluate the competitiveness of salaries and variable compensation plans.
  • Participating in salary surveys and interpreting results by benchmarking SSI pay programs against salary survey data.
  • Aligning compensation programs with recruitment strategies to attract quality candidates.
  • Continue to develop pay transparency within the organization internally and externally around pay and compensation practices.
  • Manages the compensation department personnel. Responsible for the performance management of departmental personnel to include reviews, salary increases, promotions, hiring and terminations. Includes cross training and learning the functions of subordinates.
  • Leadership oversight and legal compliance in processing of company bi-monthly payroll.
  • Oversight, guidance, and creative solutions to specific variable compensation plans. Includes design creation, implementation and revision of variable compensation, bonus, and commission plans.
  • Provides advice to managers and employees about pay decisions, policy interpretations and job evaluations.
  • Manage the yearly pay increase process from beginning to end via UKG compensation module.
  • Manage the year end gift bonus process from beginning to end via UKG compensation module.
  • Ensure employees are being treated fairly and eliminating any potential wage discrimination, through sound compensation practices and strategies that follow key compensation legislation such as Equal Pay Act and Age Discrimination in Employment Act. Regularly review and update pay equity policies to ensure they are effective and compliant with applicable laws and regulations.
  • Conduct routine pay equity audits/analysis companywide on promotions, terminations, annual increases, and job descriptions searching for any possible concerns of wage discrimination such as gender, race, age, or other factors.
  • Investigate and address, in conjunction with Human Resources, any pay equity/disparity concerns.


This position’s focus is to provide the company with comprehensive and competitive compensation programs that attracts and retains valuable talent, while ensuring we comply with all federal, state, and local regulations to include pay equity and transparency. Work with related Inclusion & Diversity, Human Resources and Culture Departments to create a work environment that is committed to compensating every employee appropriately.




• Shimadzu Products
• Japanese Culture
• Administrative/Organizational Skills
• SSI Policies & Procedures
• Computer literacy – Excel
• Time Management
• Corporate Business Knowledge
• Employee satisfaction surveys
• Communication Skills – Verbal & Written
• Knowledge of Compensation Strategies, especially related to recruiting and retention.
• Variable Compensation plan designs and best practices for implementation
• Knowledge of compensation laws and regulations – federal, state & local
• Research and analytical skills to gather and interpret data from salary survey and industry trends.
• Payroll processing, taxes, garnishments …
• Managerial skills/knowledge
• Interpersonal & Collaborative skills


The incumbent must be proficient at operating in an independent fashion within preset guidelines and goals. Position requires effective communication, compensation best practices knowledge/experience, equity analysis, data interpretation, and administrative/organizational skills in-order to support the company’s compensation and equity programs. Must be able to understand and keep confidentiality of employment and business-related matters.


The incumbent is required to have a bachelor’s degree and a minimum of four (4) years of experience in compensation. One year of managerial experience is preferred, Strong administrative, organizational and communication skills are required. A knowledge of common compensation practices, payroll processing, federal, state and local compensation laws, variable compensation plan design, salary surveys and equity analysis is required. Certificate in compensation (CCP) or human resources is highly desired. Knowledge of general HR practices and benefits is preferred.

At Shimadzu Scientific Instruments, we believe in providing structured career paths that recognize and reward talent. If your expertise surpasses the level specified in the listed position, we offer the flexibility to upgrade positions to better suit your qualifications accompanied by a salary adjustment


This position manages all employees of the compensation department and is responsible for the performance management and hiring of the employees within the department.


Physical demands may include frequent bending; stooping, squatting, standing, walking, sitting for long periods of time and pulling/pushing of parts can also be expected. Incumbent must be able to lift up to 20 pounds periodically as required by the position. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and depth perception.


Position is required to maintain proper housekeeping and safety standards in-particular to lab safety protocol when such may apply. Proper use of personal protective equipment, safety devices and adhering to the Corporate Safety Plan policies and procedures is required.


This position is an office based and may require occasional travel to customer locations, employment hearings/conferences, regional offices and /or internationally. The position requires the incumbent to have the ability to work alone on projects, as well as, collaborating as part of team. Incumbent may work at several different work sites during the course of a business day in order to support the needs of Shimadzu. Extra hours may periodically be required, in-order to fulfill the functions required by this position. The position requires proper handling of public inquires in a prompt and friendly manner.

EEO Statement

Shimadzu Scientific Instruments is an equal opportunity employer and federal contractor or subcontractor. As applicable, the parties agree that they shall abide by the requirements of 41 CFR Section 60-1.4(a); 41 CFR Section 60-300.5(a); 41 CFR Section 60-741.5(a); and 29 CFR Part 471, Appendix A to Subpart A with respect to affirmative action program and posting requirements, and that these requirements are incorporated herein. These regulations require that covered prime contractors and subcontractors ensure nondiscrimination and take affirmative action in employment to employ and advance qualified individuals without regard to sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, and protected Veteran status. These regulations also prohibit covered contractors from taking adverse action against applicants or employees because they have inquired about, discussed, or disclosed their or their co-worker’s compensation information in certain situations.

Shimadzu is not accepting unsolicited assistance from search firms for this employment opportunity. Please, no phone calls or emails. All resumes submitted by search firms to any employee at Shimadzu via email, the Internet or in any form and/or method without a valid written search agreement in place for this position (and agency was requested to work the requisition) will be deemed the sole property of Shimadzu. No fee will be paid in the event the candidate is hired by Shimadzu as a result of the referral or through other means.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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