Overview

The primary function of the Director, Compensation is to support the design and development, and lead the implementation and execution of compliant, affordable and competitive US compensation strategies, programs, and policies that support US business strategies. S/he provides guidance and analysis in support of the Company’s compensation functions, including executive compensation (including board committee material prep and/or presentation), and LOB compensation; deployment and communication of compensation initiatives, and conducts analyses of jobs, hourly wages, salaries, and incentives in order to evaluate internal equity, external competitiveness, and legal compliance of the organization’s pay practices.

Responsibility Statements

Leads HR compensation team and provides coaching, resolves conflicts, sets SMART goals, conducts performance evaluations, and promotes teamwork.

Partners with Human Resources leaders to design and develop compensation strategy and plans. Prepares various Board Committee materials; participates in Board Committee meetings as required.

Annually reviews and updates job market pricing (base, bonus, and total compensation) and implements changes.

Participates in and manage process for annual and best practice salary surveys.

Consults with business and HR leaders on a variety of compensation-related topics and educates on best practices, communication tools and techniques, and provides guidance on a variety of compensation related topics.

Builds strong relationships with colleagues, including HR Business Partners, Communications, Talent, Finance and HR Operations.

Assists in the management and administration of the annual salary and incentive programs, including writing program documentation and employee communications and working with HRIS team to ensure program system functionality is accurate.

Conducts ongoing data audits ensuring data accuracy and integrity of all compensation-related information in all HR systems, tools and resources; maintains and provides on-going audit of the compensation job title / job code system. Ensure compliance with all Group/Corporate guidelines, EBC and Federal laws and regulations; mitigate risk and proactively anticipate Audit requirements and plan accordingly.

Creates competitive compensation reports and metrics for Executive Team and Sr. Leaders.

Evaluates job content and formulate recommendations on band, title, pay, and FLSA exemption status based on analyses of duties, internal equity and market competitiveness, and communicates outcomes to HR / Managers / Business.

Ensures measures and support documentation is in place for all other plan components where needed to calculate compensation due.

Manages all plan participant employee movement and related attributes resulting from transfers, promos, resignations and terminations, etc.

Evaluates market and economic trends to recommend adjustments to salary ranges, hiring rates, geographic differentials and individual rates, as requested.

Manages incentive bonus plans and other bonus plans to include plan documentation and design and partners with Finance team regarding accruals.

Responsibility Statements

Researches and subscribes to salary surveys ensuring adequate job representation for a well-rounded survey library.

Recruits, trains, develops, motivates, sets goals, and provides on-going feedback to a team of direct reports.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education (required):

  • Bachelor’s Degree in HR, business, finance, or related field or equivalent work experience.

Work Experience (Required):

  • 9-12 years in HR /Compensation or related role.
  • Knowledge/experience of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  • Knowledge/experience working in HRIS systems and HRIS Comp. modules.

Skills and Abilities

Description

Demonstrated leadership ability in terms of team member motivation, highly visible initiative, and strong mentoring skills.

Ability to handle sensitive information with the highest degree of integrity and confidentiality

Deep analytical and problems solving skills with ability to analyze large amounts of data in order to develop sound recommendations.

Demonstrated advanced proficiency in Excel, including use of pivot tables, vlookups, conditional formatting, data tables, compensation and statistical formulas and other similar features

Ability to develop and implement action plans to address unique and unusual issues within compensation disciplines.

Strong interpersonal skills with the ability to work collaboratively on a team.

Ability to perform multiple tasks while maintaining a high quality level of work.

Strong attention to detail, organizational skills, and capable of prioritizing work in a fast-moving environment.

Proficient technology and computer skills, with the ability to effectively use Microsoft Office (Word, Excel, Outlook, Powerpoint)

Excellent written and verbal communication skills, as well as the ability to create and deliver high quality finished work products

Ability to analyze and interpret large amounts of data and articulate clear and effective observations and recommendations

Excellent consulting, employee management, conflict management, interpersonal and negotiation skills.