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ProfileSenior Director, Compensation & Benefits Duties: Reporting to the Vice President of HR, will be responsible for the strategic and operational leadership in compensation and benefits strategy and philosophy, process, policies, program design, implementation and administration. Will provide the strategic direction and execution for compensation, rewards, and benefits across the company and will create and manage global compensation and benefits infrastructure to support the attraction, retention and motivation of colleagues enterprise-wide; develop and continuously improve incentive and bonus plan design(s); lead and manage the administration of all benefits and wellness programs; ensure compensation and benefits are aligned with strategy and culture. Will partner with HR colleagues and Senior Leadership Team to ensure that all programs are aligned with the organization’s strategic objectives and are competitive, cost effective, sustainable, and in compliance with legal and other regulatory requirements. Will work collaboratively with the Vice President of HR, senior leaders, Finance, Legal, and external partners to design appropriate compensation and benefits programs; Partners with the Vice President of HR to manage the Executive Compensation platform including preparation for Compensation Committee of the Board, stays abreast of external regulatory environment with respect to Corporate Governance and Executive compensation and also support the proxy development, working in partnership with Legal and Finance colleagues. Lead Total Rewards function to effectively design, implement and manage compensation and benefits strategy, philosophy, programs, policies and initiatives that competitively position in the attraction and retention of colleagues, and are aligned with strategy, priorities, business model and culture. Design and implement executive and colleague specific compensation plans to include competitive short and long term incentive plans for executives, senior leaders, managers and colleagues, as appropriate. Provide expertise and adapt compensation and benefits design/approach to align with market trends and business strategy. Manage all activity related to published compensation surveys throughout the year and audit survey output, market trends and competitive pay positions to ensure salary plans meet overall company goals and objectives. Lead annual compensation planning process to ensure successful delivery, competitiveness and alignment with the compensation philosophy . Develop programs to educate leaders, managers and colleagues on Compensation and Benefits programs to reinforce the organization’s culture and compensation and benefits principles and philosophy. Lead the evaluation and alignment of individual positions and job levels to career framework and compensation structure. Ensure compensation plans comply with legal and other regulations and manage processes and controls to ensure compliance with regulatory agencies. Partner with finance and legal counsel on SEC-related matters related to Executive compensation, including proxy development and Board preparation materials for Compensation Committee meetings. Benefits. Lead, implement and administer health and welfare and retirement programs ensuring competitive, sustainable, cost-effective plans and programs for all Executives, Senior Leaders, Managers and Colleagues. Establish and manage compensation and benefit related budget, prepare accruals and provide audit support as necessary. Preparation of internal and external reports related to equity, benefits. Prepare, review annual NDT and 5500 filings and monitor plan for continued compliance. Partner with Finance in equity administration, grant documentation, reporting and transaction processing, and stock issuances for Stock Incentive and the Employee Stock Purchase Plans. Maintain equity database integrity and reconcile activity. Process compensation changes and benefit enrollments within HRIS and with applicable vendors. Reconcile invoices related to benefit programs Proactively manage relevant vendors, auditors, and consultants. Ensure ongoing analysis and evaluation of services, coverage, and options available through insurance and investment companies to ensure programs best meet the needs of the organization. Accountable for HR policies, ongoing review and monitoring of HR policies, and Sarbanes Oxley compliance. Regularly interact with individuals at all levels within the organization up to and including Senior Leadership Team, department heads, hiring managers, etc. Point of contact for external resources such as Total Rewards related vendors and consultants.
Qualification and Experience
Qualifications: Bachelor’s degree required/MBA/JD/advanced degree preferred. 10+ years of compensation and benefits operations experience with 3 years in a leading compensation and benefits strategies, plans, and initiatives. Demonstrated track record and expertise in building, leading and managing a successful Total Rewards/Compensation and Benefits function, designing and developing compensation strategies and plans in a public company environment, to include: executive compensation, pay-for-performance, corporate governance, short term incentive planning, long-term equity pay programs, deferred compensation programs, and other compensation vehicles. Knowledge of leading practices and external trends in compensation, benefits and HR systems. Knowledge of current practices in equity plan administration including strong facility in understanding and managing plan provisions, understanding implications of plan changes and related costs, and deep understanding of current equity best practices. Knowledge of legal and regulatory compliance for benefit plans, ACA, COBRA, HIPAA, FMLA, and Section 125 laws. Experience with corporate transactions, including initial public offerings, start-ups, spin offs/split offs, mergers, acquisitions, divestitures, joint ventures, etc., and governance-related matters including Sarbanes-Oxley, SEC regulations and other regulatory requirements. Previous experience leading, managing and building teams in a fasted paced dynamic environment. High energy and drive to create an environment of continuous improvement. Ability to interact easily across all levels within the organization; tactful, mature, flexible. High level of collaboration, negotiating, and influencing skills. Executive maturity. Strong planning, organization, delegation and decision-making abilities. Ability to achieve goals through stakeholder management - influencing, partnering and developing productive relationships with senior leadership and line managers across the business. Be recognized as the “go to” person for all compensation and benefits issues. Self-starter with a proactive and inquisitive nature who can anticipate and preempt problems. Ability to manage and execute changes in Compensation and Benefits on a global basis. Excellent financial / business acumen, analytical abilities combined with a clear focus on thoroughness and quality. Ability to manage competing priorities and meet deadlines. Strong strategy development and operational execution capabilities. Strong communication skills; both written and verbal. High attention to detail and accuracy. Strong proficiency in MS office products. Ability to strategically manage resources appropriately to meeting organizational, department, and functional staffing requirements in support of shared corporate goals. Work collaboratively and network with hiring managers, department heads, and SLT.