Director – Compensation

Director – Compensation

Requirements

• At least ten (10) years of experience in related HR roles, and at least five (5) years of experience in broad based compensation are required.
• Must have experience with compensation benchmarking and survey participation through third party providers.
• Experience in job architecture and leveling design for an organization in growth mode.
• Experience with international markets, local benchmarks and any regulatory or compliance requirements.
• Knowledge of federal, state, and local labor laws and regulations.
• Proficiency in HRIS systems, UKG is preferred.
• Excellent business acumen to understand the organizational strategy and vision of the leadership team to align compensation practices is required.
• Intermediate excel skills (pivot tables, VLOOKUP, conditional formatting, charts and visualizations) and HR analytics are required, and experience utilizing Business Intelligence tools such as Tableau or Looker is a strong preference.
• Must have strong attention to detail and accuracy in data management, as well as having an ability to handle sensitive and confidential information with discretion.
• Excellent communication and interpersonal skills are required.
• Must have strong problem-solving skills, along with the ability to work independently and as part of a team.
• A natural curiosity to inquire about existing processes and systems and a desire to learn and understand all of the background necessary to make informed decisions on change is required.
• Certification in HR or a related field (e.g., PHR, SHRM-CP).
• Must be able to multitask and prioritize for dealing with competing priorities.

Responsibilities

• Work with our Chief People Officer to develop and evolve a scalable compensation strategy and philosophy across various job types and levels throughout the organization and locations that we operate in now and in the future.
• Partner with business leaders and partners within the People Team to evaluate and measure current compensation practices to ensure alignment with the company’s strategic goals around hiring and maintaining our people.
• Develop and maintain a job title and leveling framework to ensure compensation practices are aligned.
• Lead annual compensation planning for our employees including merit increases, short-term and long-term incentive plans.
• Ensure successful execution of the year-end merit and bonus planning process.
• Participate in salary surveys and monitor the results to ensure that we are competitive in attracting and retaining talent, while ensuring compliance with federal, state, and local compensation laws and regulations.
• Review existing compensation policies and processes to identify gaps, inefficiencies, and opportunities to develop creative solutions.
• Collaborate with Talent Acquisition and People Operations on compensation matters such as market pricing for new and existing jobs.
• Maintain a positive employee experience through all interactions with employees via email, Slack, phone, and in person discussions regarding any questions they have pertaining to our total rewards programs. (We sit in an open floor plan and employees do visit our desks frequently).
• Ensure HRIS data hygiene is kept current, accurate and readily available.
• Generate reports and provide data analytics to support HR and management decisions.
• Collaborate with groups across the organization, particularly Finance.
• Work on other ad hoc projects as assigned.

Preferred Qualifications

• Experience with international payroll is a plus.