Head of Compensation

Head of Compensation

Requirements

• 15 + years of experience in compensation with at least 10 years in a senior leadership role leading teams and developing complex strategic compensation design and executive compensation programs in a fast paced environment.
• Bachelor’s or Master’s degree in a field related to Finance, Business management/administration, or HR administration preferred.
• Certified Compensation Professional (CCP) preferred.
• Expertise with broad based, executive and sales compensation.
• Utilizes a consultative approach, strategic focus and pragmatism, coupled with highly analytical thinking and meticulous attention to detail.
• Strong interpersonal and client facing skills with HR Business Partners, Managers, and Senior Leadership at all levels within organization.
• Proven analytical and problem solving skills as well as an ability to manage multiple tasks simultaneously to successful completion in a fast-paced environment.
• External market awareness and insight into compensation trends and legislation.
• Advanced Excel expertise and ability to create, organize and manipulate large sets of data in complex Excel spreadsheets. Familiarity with HRIS applications (Workday) desired.

Responsibilities

• Lead a team of compensation business partners and analysts to support leaders in business lines, operations and corporate functions including technology, AI and data.
• Develop and build support for a multi-year roadmap of compensation priorities across client areas, regularly updating and reprioritizing the roadmap to reflect a changing landscape.
• Serve as escalation point, owning resolution with partners and senior business leaders including aligning expectations on priorities, scope, timing, and limitations on customizing pay.
• Provide consultation on job architecture changes and reviews, market pricing, annual compensation cycles, unique new hire offer packages, and retention packages.
• Develop, implement and administer base pay programs, including pay setting, pay structure development, and pay progression policy formulation for given client groups.
• Design, implement, and manage executive compensation programs that align with GEICO’s strategic goals and principals and ensure the packages are competitive, equitable, and compliant with regulatory requirements.
• Work closely with senior leadership and the board of directors to develop board materials that support compensation strategies that attract, retain, and motivate top executive talent.
• Lead meetings with C-Suite leaders, inclusive of developing compelling meeting materials, challenging and debating respectfully, and influencing outcomes.
• Focus on creating a culture of belonging and collaboration through attracting, actively developing, and supporting talent across the Compensation function.
• Support the team who will conduct complex modeling and analysis on all aspects of compensation which may include building analytical tools to predict and/or diagnose compensation issues, drawing themes and trends from data analysis to influence and support decision making, and effectively representing data in charts and graphs.
• Manage and direct the work of external vendors and consultants, as necessary.
• Lead compensation related communications and change management processes.
• Partner with the Workday team to create streamlined, intuitive compensation process solutions and with other corporate areas including Finance and Legal to ensure full compliance with GEICO’s compensation programs.
• Lead strategic compensation projects and other enterprise-wide compensation initiatives.
• Proactively stay up-to-date on industry and emerging market trends and institute best practices.

Preferred Qualifications

• Familiarity with HRIS applications (Workday) desired.