Director of Compensation and HR Operations
Reporting to the CHRO, the Director, Compensation and HR Operations is primarily responsible for defining and leading the organization’s compensation strategy; designing, developing, implementing, administering and communicating compensation plans to attract, retain and motivate talent. In addition, this role will oversee the strategy for Payroll and Human Resources Information Systems (HRIS). This position will directly manage a Compensation Manager and a Sr. Payroll and HRIS Manager as well as indirectly manage a Payroll Administrator and Sr. HRIS Analyst. RESPONSIBILITIES • Consult with executive leaders and HR business partners to develop appropriate compensation strategies, programs, policies, and communications. • Develop compensation philosophy and strategy regarding appropriate pay mix (base and incentives) and assist with the design of pay programs that differentiate individual performance and drives results. • Ensure compensation plans are aligned with company culture, strategy and long-term goals. • Lead the long-term incentive compensation programs, including the annual valuation process, approval of grants and payouts, and partnering with business leaders to determine participation in long-term plans. • Oversees participation in salary surveys, annual and periodic market reviews including building and maintaining ranges and the analysis of current to market position. • Partners with Finance to model various incentive and merit programs to determine effective plan design as well as preparing budgets and updating forecasts. • Ensures excellent management and communications of deferred compensation programs with both employees and external vendors. • Leads Compensation, Payroll and HRIS teams to ensure compliance proper administration. Builds and maintains a strong functional team through effective recruiting, development, training, coaching and team building. • Provide vision for HRIS projects and technology roadmap, interface between internal/external customers and the functional team members to ensure effective definition of and delivery of HRIS applications.
REQUIRED EXPERIENCE • Bachelor’s degree in human resources, accounting, finance or economics. • 10+years of progressive compensation management in a multi-divisional/unit business environment. • 3-5 years management experience. • Proven experience with executive compensation required. • Experience in both public and private businesses. REQUIRED KNOWLEDGE, SKILLS & ABILITIES • Ability to consider issues from multiple perspectives, develop options and present wellinformed recommendations. • Highly persuasive influencing and negotiating skills, including experience presenting to and influencing senior leaders. • Strong experience across all areas of compensation, including market pricing, pay structures, short-term and long-term, and executive incentive plans. • Strong strategic compensation design knowledge and experience. • Ability to build and maintain strong relationships with HR and business leaders. • Excellent communication and engagement skills; confident and professional. • Excellent business judgment and problem-solving abilities. • Strong work ethic and self-motivated; ability to set and manage priorities, multi-task and pivot as priorities change. • Experience working with HRIS systems; ADP experience preferred
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