The Compensation Director will direct the design, development and implementation of compensation programs for the Company, including base pay and short- and long-term incentive plans for all levels of employees. Consults with senior management in setting the strategic direction of compensation programs that support business goals and strategies.
Provides leadership in support of all company initiatives in the compensation area including strategic planning, program design, communication, and implementation.
Directs the administration and development of the annual compensation recommendation processes including merit adjustments and the management incentive program. Ensures merit and incentive awards are timely and effectively communicated.
Oversees executive pay analysis and programs, including equity awards.
Drives the collection and analysis of market data and trends necessary to support effective decision-making. Monitors all pay practices and company wage and salary structure for effectiveness and cost containment.
Designs and implements special compensation programs or incentive systems for all employees or for specific groups to support the organization's objectives.
Ensures compliance with all applicable federal, state, and corporate rules, regulations and policies governing compensation programs.
Directs and approves the preparation of information requested or required for compliance with various programs.
Determines appropriate staffing needs of the department. Oversees the recruitment, selection, and training of personnel in accordance with organizational standards and policies.
Carries out supervisory responsibilities of direct reports. Ensures that the responsibilities, authorities, and accountability of direct reports are defined and understood. Enables an environment that fosters high performance and establishes policies to ensure adequate management development.
Develops and approves an annual budget for the department, monitors for variances, and manages employment/benefit expenses within established guidelines.
Performs other duties as requested.
Knowledge & Skills
Advanced knowledge of federal and state regulations governing compensation programs.
Ability to design and implement strategic base and variable pay programs.
Demonstrated ability to partner and build strong collaborative relationships with internal department leadership.
Strong decision-making and interpersonal skills working in a fast-paced, global environment.
Effective verbal and written communication skills and the ability to work with all levels within the Company.
Excellent hands-on project management experience and strong analytical skills.
Proficient in Microsoft applications and HRIS systems; advanced skills in Excel.
Experience & Education
Bachelor’s degree in Human Resources, Finance or other associated discipline. Two years’ experience in human resources may be substituted for each year of the four years of college.
Professional compensation certification (CCP) is highly desirable.
Ten (10) to fifteen (15) years of progressively responsible experience in Compensation and/or Human Resources.
Five (5) years of compensation management experience in a publicly-traded company.
Physical Requirements/Working Environment
Normal office environment.
Ability to travel domestically and internationally.
Experience in international compensation highly desired.
Experience in compensation and pricing support to business development pursuits/RFP's preferred.