A candidate in this position will drive the design and implementation of Oath compensation programs. The position is responsible for the day-to-day management associated with these programs, stressing thought leadership in recognizing market trends and compliance issues. It will conduct expert analysis and model various compensation approaches in support of senior management and the Compensation and Leadership Development Committee of the Board of Directors. Using strong communication skills, the candidate will present program and strategy materials to senior leadership on programs that have a direct impact on the attraction and retention of key talent across the organization. This position requires analytical, problem solving and influencing skills, as well as a deep technical expertise in executive, sales and equity compensation. This role reports directly to the Head of Compensation and works closely with the SVP, HR.
Design and manage all elements of staff and executive compensation, including cash and equity programs, ensuring integration and alignment of executive pay with overall company goals and objectives.
Provide guidance and direction to Compensation Analysts supporting the team.
Monitor and integrate ongoing changes to legislative and regulatory compliance issues.
Provide up-to-date market intelligence on competitive compensation trends and practices.
Partner with recruiters to model and develop competitive offer packages for external hires.
Communicate compensation and equity plans to executives in all compensation elements, including base pay, incentive and equity plans.
Prepare materials for the Compensation and Leadership Development Committee of the Board of Directors, which include competitive data analysis, plan design alternatives, officer compensation, director pay, and performance incentive plans.
Support mergers and acquisitions in due diligence and post integration phases as needed.
Work closely with internal Legal, Finance, and Tax and Accounting business partners in the design and compliance of short and long term incentive plans.
Provide technical guidance on executive and equity compensation issues to Human Resource groups.
Collaborate with the Finance, Stock Administration, Legal and Corporate Governance teams.
You Must Have
Bachelor’s Degree, preferably in Human Resources, Finance, Business, Economics, or Accounting. Master’s Degree a plus.
7-10 years of progressive experience and proven track record of success with a background in executive and equity compensation.
Candidate must have a deep understanding of total compensation programs including base pay, short- and long-term incentives, executive benefits, and sales compensation plans.
Solid understanding of the external competitive market and the regulatory and compliance environment.
Strong financial background and business acumen.
Must be highly adept in critical/conceptual thinking skills, combined with the ability to synthesize information to see the big picture while effectively managing details.
Practical experience in modeling techniques using relevant software with ease with a focus on data integrity.
Ability to manage projects end-to-end.
Organizational agility and ability to deal with ambiguity and adapt to change rapidly in time sensitive situations.
Excellent written and verbal communication, being able to turn complex analyses into compelling, straightforward management presentations.
Proven leader that inspires confidence and engenders trust in teams, while consulting and building effective working relationships with executives in a variety of functions.
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