Reporting to the SVP of Human Resources, this position is responsible for the planning, designing, implementing and administration of corporate-wide base pay compensation programs, policies and procedures. This includes global base pay structures and assurance of market competitive market pricing for all locations. Evaluates, selects, develops and communicates appropriate base pay compensation strategies for global operations. Responsible for planning, designing and administering the global job evaluation program and market pricing methodologies. Keeps up-to-date on changes and interpretations of laws and regulations related to global compensation practices. Primary Responsibilities:
Lead base pay design and analysis to ensure market competitive positioning of salaries, globally.
Work with Sales leaders to determine best mix of base and variable compensation per role and per country.
Provide direction and guidance on incentive pay increases consistent with market conditions and best practices.
Work with Sales Operations to build out yearly incentive plans to global organization.
Direct “as needed” salary or OTE – On Target Earnings changes for specific roles across the globe.
Establish guidelines for base pay structure analysis, administration and governance for all countries with company employees.
Evaluation of and participation in appropriate annual salary surveys to ensure market definitions capture companies where the company competes for talent.
Conduct on-going analyses to ensure external market competitiveness and identification of pay gaps with resulting strategies to address.
Ensure internal equity analyses are completed to address pay discrepancies by business unit, job family or protected class.
Provide consultation to HR partners in the development of competitive salary offers, retention of key talent and career development plans.
Develop base pay and total cash integration strategies for employees joining the company through merger and acquisition activities.
Prepares and delivers recommendations and action plans to address identified pay discrepancies or opportunities for improvement with HR and business unit executives.
Designs tools, guidelines, templates and communication materials to effectively educate employees, managers and executives on all base pay programs.
As requested, provide assistance to members of the Corporate Compensation team in completion of global compensation programs.
Communicates effectively and professionally (verbally and written) with all level of employees and management.
Maintains a high level of analytical skills including proficiency in spreadsheet and data base applications.
Work closely with HR Business Partners to collaborate on initiatives within all of Deltek’s business units.
Proficient in the use of compensation data management tools.
Must be strategic in designing and implementing total cash compensation programs to support operations globally.
Demonstrated strengths in developing creative and innovative compensation programs on a global platform.
Continually seeks opportunities for process and system improvements.
Is comfortable taking calculated risks.
Anticipates customer’s expectations and exceeds expectations in delivery.
Able to effectively manage multiple projects under tight timelines.
Must have strong influential and communication skills (will work directly with Division business leaders, HR leaders and all levels of employee managers).
Proficient in computer skills (Excel, PowerPoint, Word, etc)
7-10 years of demonstrated success in managing total cash compensation program design, communication and execution is required in a global manufacturing organization.
Strong experience in managing base pay programs across a global platform in partnership with a global HRIS system
Experience in use of a point factor job evaluation system to establish internal equity assignments within a pay structure.
Experience in managing and providing estimates for global expatriate and inpatriate assignments.