The Director, Compensation will partner with the businesses and functions within Corporate and Shared Services and Enterprise Services. This role works with assigned clients on a broad spectrum of activities such as competitive assessments and internal equity analysis, to ensure compensation pay programs and initiatives meet client short and long-term needs. The Director, Compensation acts as subject matter expert on enterprise-wide or business unit initiatives, providing the consulting and leadership required to deliver business solutions.
Primary Responsibilities
Market Data Management
Leads competitive assessments using market analysis, including defining the peer groups and formulating recommendations and presenting to management. Conducts special surveys, internal equity analyses, etc.
Works with client groups to coordinate job matching process, reviews data when surveys are complete and analyzes market survey data trends.
Reviews composites for accuracy and creates senior level composites.
Researches alternative survey sources and presents recommended approach.
Act as SME on surveys, data and tools.
Client Support/ Relationship Management
Provides consultation to Line HR and senior business leaders on complex compensation issues.
Acts as compensation subject matter expert representing respective business segments on enterprise-wide or business unit initiatives.
Completes pay recommendations for executive offers. Ensures alignment with internal and external benchmarks and works within approval guidelines.
Ensures individual programs or projects are in support of the overall business unit objectives and rewards strategy.
Participates in the development and delivery of timely, relevant and effective compensation training programs for managers and HR.
Cycle Management
Serves as primary contact for Line HR for cycle administration activities. Informs measures and operational cycle components, participates in delivery of communication, executes training, provides issue resolution, supports reporting and analysis and manages the approval process.
Monitors compliance with cycle success measures and consults to resolve anomalies.
Conducts cycle analytics to ensure effective targeted pay decisions.
Program Design
Supports the business group’s pay strategy by representing the voice of the customer in the design of enterprise-wide pay programs and leads the design for a client group’s pay program.
Interprets, analyzes and presents recommendations for program design.
Job Analysis/Evaluation
Conducts and/or provides oversight to job evaluations for Vice President Level and above.
Leads large-scale evaluations consisting of full departments or complex issues resulting from major reorganizations
Desired Skills and Experience
Education and Experience
Bachelors or equivalent
7-10+ years of experience in compensation or related experience
Skills and Knowledge
Experienced with a variety of compensation forecasting and modeling techniques
Expert in Microsoft Excel/spreadsheet analysis applications and proficiency in database applications, problem identification, research and resolution, capabilities,
Demonstrated experience with the full spectrum of approaches and tools for market research
Directs salary planning programs across multiple functions and departments
Ability to process information with high levels of accuracy
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