- Support the preparation and development of data analysis and materials for Human Capital and
- Oversee equity administration for both domestic and international equity grants, including grant
- Drive performance outcomes through the development of targeted incentive and sales
- Drive employee engagement and understanding by counseling managers and employees on
- Oversee all compensation administration, including base salary (e.g., internal and external
- Lead ongoing pay parity analysis and drive outcomes consistent with zero pay parity gap. Own
- Direct ongoing compensation administration in a manner consistent with internal and external
- Preserve and evolve Career Framework (globally) to support the evolving workforce needs of
- Develop and maintain skills inventory associated with job profiles and associates to identify
- Lead and manage the compensation staff including establishing objectives, measuring results,
- Bachelor's degree or equivalent years experience required preferably in Business or Finance
- Master's degree or Certified Compensation Professional required
- 10+ years' experience in Compensation
- Five (5) years' experience as a Compensation Director or similar experience managing people,
- Knowledge of Compensation laws, including FLSA
- Understanding of differences in international pay markets and practices
- Knowledge of Pay Equity Laws and Best Practices in measurement and maintenance
- 5 years' experience with Excel and working knowledge with writing formulas
- Advance Microsoft Access Skills
- Workday experience preferred, specifically compensation data management
- Ability to work well with senior management
Senior Director, Gloabl Compensation - Mead, United States - FINDEN SEARCH
FINDEN SEARCH
Mead, United States
6 days ago
Description
Senior Director, CompensationSummary
Directs the strategic development, design, implementation, communication, and administration of the
Client's compensation programs, including broad-based, sales, and executive. Work with management
to ensure compensation programs and reward systems link to business objectives. Ensures
achievement of equitable and competitive employee compensation by developing and implementing
policies, procedures, and educational information. Maintains working knowledge of federal/state
legislation which may affect compensation policies.
Responsibilities include but are not limited to:
The Senior Director, Compensation will report to the VP, Total Rewards and will concentrate work
efforts in the following areas:
Executive and Equity Compensation
the status of short- and long-term incentives against targets, development of incentive
compensation strategy materials for equity grants, dilution, run rate, Black Scholes, as well as
managing share utilization and pool availability.
administration, and PVRSU payouts (including dividends), as appropriate. Educate participants
to improve leader understanding and appreciation of equity compensation in enhancing wealth
creation. Track key equity administration metrics, such as share pool utilization, dilution, run
rate, and Black Scholes. Oversee equity vendor relationship and evolve capabilities.
Incentive and Sales compensation strategy
objectives and drive financial and strategic outcomes, domestic and international.
positioning strategies, etc. to position the Client to attract and retain critical talent and
procedures as well as compensation related laws and legislations.
Compensation Day-to-Day Management
communication, payout), and equity administration. Conduct internal and external market
studies to confirm alignment with targeted positioning. Adjust structure as necessary. Support
organizational structure with job evaluation and career framework placement for each position.
opportunity strengths and opportunities throughout the organization in support of diversity and
gender representation goals. Prepare periodic report to Diversity Committee of the Board.
Career Framework Architect
strategy and salary structure movement, and developing / educating on promotion and
movement guidelines).
marketplace for internal movement opportunities. Analyze practices and trends among
competitors for top talent and bring thought leadership regarding how Client stays competitive in
recruiting and retaining talent.
Talent Management
approval from the Vice President, Total Rewards.
Minimum Requirements: