Responsibilities

Partner with HR and Business leaders to understand the strategies of the businesses supported, the market challenges, and talent needs to support the long-term growth of the business.

Proactively seek and assess latest industry trends and market practices, regulations, and competitive intelligence to effectively develop and execute innovative compensation and recognition strategies designed to attract, motivate, and retain talent.

Partner with HR Leadership and HR Technology to define, develop and launch performance management processes in the talent life cycle.

Lead benchmarking, compensation structure, and job structure/leveling activities, ensuring we have the data and processes in place to stay competitive with the market.

Oversee, develop and implement performance metrics, financial models and other tools to track total compensation and trends to plans, budgets, and forecasts.

Lead the planning, design, and execution of compensation planning cycles, including base pay, short term bonus and executive compensation, and support related processes in payroll, finance and legal.

Drive the administration of the Workday Compensation module.

Provide strategic guidance for the implementation and administration of field/sales incentive compensation plans and associated modeling and analysis to ensure return on investment (ROI) and cost effectiveness

Manage and develop a team of high performing Analysts.

Advise on compensation-related activities such as strategic new hire compensation, promotions, retention plans for top performers and at-risk employees.

Prepare and deliver materials needed for presentation to the organization’s executive management team and the Compensation, Nominating and Governance Committee of the Board of Directors

Ensure compliance with applicable state and federal labor regulations and communicate any changes in law requiring modification to compensation.

Requirements:

Bachelor’s Degree in Finance, HR Management, Business administration or other related field, and 10+ years of applicable experience

5+ years in a leadership compensation role, with proven ability to develop and implement compensation strategy.

Ability to manage multiple priorities while handling ambiguity.

Excellent verbal and written communication skills with the ability to communicate and present complex ideas clearly and concisely.

Ability to prioritize and organize work assignments.

Strong project management and analytical skills with focus on accuracy and execution

Advanced competency in using Excel, PowerPoint, HRIS systems and other modern office functions and professional information technology systems.

Understanding of compensation market trends

Strong leader and proven ability to work with team and internal clients to drive continuous improvement.

High level of integrity and trust, ability to keep information confidential.

Exceptional business acumen and comprehensive knowledge of principles and practices of budgeting and financial analysis