Designs and administers competitive compensation programs, practices, and solutions that support management in creating and maintaining a high performance pay culture. Provides project management leadership on compensation initiatives and new program implementations and has an active role in policy development. Acts as a consultant to provide business customers with appropriate tools to make compensation decisions effectively and efficiently. Develops and presents compensation training to business area(s) on various compensation initiatives.
Bachelor's degree from a four-year (4) college or university in Business, Finance or a related field. Seven (7) or more years of compensation experience or equivalent combination of education and experience.
Additional knowledge and skills:
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.
- Understanding of executive compensation market practices
- Experience in administration and analysis of executive compensation
- Strong analytical and quantitative skills and attention to detail
- Experience in job evaluation, market pricing, and grading methodologies
- Experience in implementing Global Job Architecture is preferred
- Experience in creating global salary structures is preferred
- Experience in M&A projects, and/or integration projects is preferred
- Excellent interpersonal, verbal and written communication skills, as well as ability to interact with all levels of the organization
- Ability to complete multiple tasks within critical deadlines
- Ability to thrive in a fast paced, changing environment
- Advanced skills in Microsoft Office (Word, Excel, PowerPoint)
- Proficiency with Human Resources Information Systems (Oracle preferred)
- Proficiency with market pricing tools such as, CompAnalyst is preferred
Certificates, licenses, registrations:
Certified Compensation Professional (CCP) and/or Global Remuneration Professional (GRP) is preferred
An Equal Opportunity Employer including Disability/Vets
(Other duties may be assigned)
- Designs, implements and administers executive and broad-based employee compensation programs including base pay, and short-term and long-term variable pay
- Designs executive and non-executive compensation programs, policies, procedures, and communications in partnership with the Global Compensation Team and HR Leadership
- Provides support on compensation initiatives and partners with HR Leaders, HR Business Partners, and internal teams in Finance, Legal, HRIS, Communications, and other areas
- Conducts Executive Compensation analysis, creates Compensation Committee presentations, and proxy/annual report data preparation
- Designs, administers, and communicates global salary structures and geographic pay differentials for all positions within the organization
- Actively participates in the annual salary increase and bonus calculation processes
- Leads compensation projects that are technically complex and/or sensitive
- Performs job evaluations, market pricing, and job documentations, as needed
- Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance
- Seeks process improvement and automation opportunities and partners with HRIS team to leverage resources and technology in support of business initiatives and compensation strategies
- Provides approvals for new hire wages and promotional increases and recommends base pay, variable pay, and equity replacement valuation and considerations
- Develops training initiatives aimed to generate awareness on compensation best practices and the efficient use of compensation programs
- Ensures HR team members and managers have the knowledge and tools needed to effectively manage and administer compensation consistent with company philosophy and goals
- Manages vendor relationships and participates in salary surveys
(Other duties may be assigned)
- Designs, implements and administers executive and broad-based employee compensation programs including base pay, and short-term and long-term variable pay
- Designs executive and non-executive compensation programs, policies, procedures, and communications in partnership with the Global Compensation Team and HR Leadership
- Provides support on compensation initiatives and partners with HR Leaders, HR Business Partners, and internal teams in Finance, Legal, HRIS, Communications, and other areas
- Conducts Executive Compensation analysis, creates Compensation Committee presentations, and proxy/annual report data preparation
- Designs, administers, and communicates global salary structures and geographic pay differentials for all positions within the organization
- Actively participates in the annual salary increase and bonus calculation processes
- Leads compensation projects that are technically complex and/or sensitive
- Performs job evaluations, market pricing, and job documentations, as needed
- Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance
- Seeks process improvement and automation opportunities and partners with HRIS team to leverage resources and technology in support of business initiatives and compensation strategies
- Provides approvals for new hire wages and promotional increases and recommends base pay, variable pay, and equity replacement valuation and considerations
- Develops training initiatives aimed to generate awareness on compensation best practices and the efficient use of compensation programs
- Ensures HR team members and managers have the knowledge and tools needed to effectively manage and administer compensation consistent with company philosophy and goals
- Manages vendor relationships and participates in salary surveys