Sr. Director Total Rewards

The Marzetti Company (Nasdaq: MZTI) manufactures and sells specialty food products. Our retail brands include Marzetti® dressings and dips, New York Bakery garlic breads, and Sister Schubert’s® dinner rolls, in addition to exclusive license agreements for Olive Garden® dressings, Chick-fil-A® sauces and dressings, Buffalo Wild Wings® sauces, Arby’s® sauces, Subway® sauces, and Texas Roadhouse® steak sauces and frozen rolls. Our foodservice business supplies sauces, dressings, breads, and pasta to many of the top restaurant chains in the United States.

At Marzetti, our mission is to make every meal better through high-quality, flavorful food. Led by our purpose, to nourish growth with all that we do, our team members are dedicated to creating great tasting food and cultivating deep and lasting relationships.

Position Summary:  Reporting to the Chief Human Resources Officer (CHRO), the Sr. Director Total Rewards is responsible for the strategic development, design, implementation, communication, maintenance and compliance of all compensation and benefits programs, including executive compensation, AIP and LTI programs, to align with the company’s Total Rewards philosophy and business objectives. In partnership with the CHRO, this individual will support quarterly Compensation Committee meetings of the Board of Directors in relation to all Total Rewards initiatives that require Board approval and/or alignment. The position will work to identify, develop, and deliver strategic compensation programs that meet and anticipate the internal needs of the organization while monitoring external trends in the marketplace. This position will also drive purposeful benefits strategy, including financial assessment of ongoing programs and viability of new offerings.

We kindly request that recruitment agencies and staffing firms refrain from submitting unsolicited resumes to our company. Any resumes sent without a prior agreement and access to proper submittal into the ATS will be considered the property of Marzetti, and we reserve the right to contact those candidates without any obligation to pay a fee.

Execution

• Continue to evolve the overarching Total Rewards strategy, bringing thought leadership to ensure programs are fully aligned with the business strategy, are fiscally responsible, market competitive, and support the attraction, engagement, and retention of high performing talent. Partner with executive leadership to drive strategic alignment.
• Lead the strategy, design, and continuous improvement of compensation and benefits programs, including base pay, incentive and bonus plans, equity compensation, and comprehensive health, wellness, and retirement plan offerings.
• Partnerwith the CHRO to architect executive compensation strategies, including NEO compensation, LTI and AIP design. Prepare materials for the Compensation Committee of the Board of Directors on a quarterly basis. Drive LTI design by recommending changes to the program, including LTI grant levels and performance factors as needed based on benchmarks. Strategically design compensation packages for executive hires.
• Drive purposeful benefits strategy including new offerings, premium development, and oversight of the annual Health & Welfare budget. Assess potential changes with respect to the Deferred Compensation Plan, the ESOP, and the 401k Plan.
• Partner with HR and business leaders to enable successful implementation and acceptance of compensation and benefits programs companywide. Establish, build, and maintain strong relationships with leaders across the organization to ensure our Total Rewards offerings support our strategic objectives, are competitive, valued, efficient, and aligned with our overall Total Rewards philosophy.
• Lead projects and manage the deployment of compensation-related activities and programs, including project management, partnering with appropriate internal and external resources, and ensuring that projects are on-time and on-budget, while achieving desired goals and outcomes.
• Manage the annual merit budget for salaried and hourly team members through data-driven decision-making. Ensure partnership with leaders in Supply Chain and Operations to better understand local benchmarks and competitive information. Align on strategy for compensation proposals, including philosophy and guiding principles to ensure an agile workforce for the future.
• Provide guidance with respect to the annual salaried and hourly employee compensation processes, including the merit review cycle and communications to employees and leaders regarding compensation philosophy and structure.
• Lead thedesign and implementation of the Manufacturing Incentive Plan for hourly team members, in partnership with the CHRO and other MLT leaders.
• Provide subject matter advice and expertise in support of M&A activities. Define and manage the company’s compensation structures as the business grows and expands via acquisitions. Assess benefits offerings and harmonize to ensure no gaps in coverages.
• Oversee market benchmarking, job architecture, and pay equity analyses to ensure the company’s competitive position within the marketplace. Review and analyze findings, assess unique company needs, and develop specific recommendations to management with respect to the compensation structure. Oversee pay equity studies periodically for review by the Company’s Board of Directors.
• Develop and manage relationships with vendor partners and negotiate contracts to maximize value and service quality.
• Ensure strong governance and compliance with all pertinent regulatory and legislative requirements related to compensation and benefits.

• Communications

  • Excellent communicator with the ability to collaborate and influence cross-functionally at all levels of the organization, including at the Board level.
  • Ability to develop strong relationships with internal customers and external vendor partners.

  Leadership

  • A strategic mindset paired with the ability to execute operationally.
  • Ability to lead through change and scaling of programs through communication of vision and strategy.
  • Subject matter expert and advisor to senior leadership on all total rewards matters.

• Bachelor’s degree in human resources, business administration, or a related field; master’s degree/ MBA a plus; compensation and/or benefits certifications desired (CEBS, CCP, CBP)
• 10 – 15 years of experience in Total Rewards, with deep knowledge and understanding of compensation and benefits disciplines
• Highly analytical with the ability to translate data into executive-level insights
• Comfortable navigating ambiguity, deadlines and competing priorities
• Ability to manage all stakeholders across the organization from team members to Board level

• Strategic Mindset
• Decision Quality
• Plans and Aligns
• Ensures Accountability
• Communicates Effectively
• Collaborates