Lead Comp Business Partner

Lead Comp Business Partner

Requirements

• Collaborating and working with others – a demonstrated ability to partner and facilitate discussions with managers and employees at all levels in the organization; resolution focused
• Communication – excellent communication skills. Ability to interact with employees and managers who possess different levels of understanding in Compensation and Benefits matters. Ability to communicate complex concepts and subjects to diverse groups. Must be able to draft clear and concise companywide communications.
• Problem solving – must be able to identify and resolve problems in a timely manner; appropriately gather and analyze information and apply creative ideas to problem solving.
• Flexibility – the ability to plan, organize, and prioritize multiple and simultaneous compensation related projects and programs in a changing corporate environment.
• Research – ability to quickly and accurately research issues and propose solution or course of action.
• Confidentiality – ability to maintain the confidentiality of sensitive Company and personal information.
• Technical Skills – must possess technical knowledge of competitive compensation practices and State and Federal legal requirements.
• Quality – demonstrate accuracy and thoroughness and monitors own work to ensure quality. Detail orientated.
• Adaptability – must be able to adapt to a rapidly changing work environment and manage competing demands in a productive manner.
• Understanding of Financials – Ability to interpret and utilize financial statements in order to perform sensitivity analysis when evaluating Rewards Programs.
• Intermediate to advanced skills in Excel.

Responsibilities

• Partner with the HR Business Partners and Senior Leaders as trusted advisor on compensation matters within their organizations. Partner with regional compensation business partners in support of your organizations around the world.
• Work closely with Talent Acquisition to understand key competitive challenges and assist in structuring compensation packages for critical hires when needed.
• Assist in the implementation of the annual Compensation strategy and philosophy.
• Facilitate meetings and training sessions with HR Business Partners, managers and employees to educate and update staff on Compensation policies and programs.
• Play an integral part of the annual Focal process by supporting system configuration and testing, communication, and program analytics.
• Ensure pay practices are competitive and responsive to the evolution of the organization. Maintain and communicate a broad base pay system that is internally equitable and externally competitive by measuring jobs in terms of their relative value to the organization, industry, and country/local competitive markets, in turn attracting and retaining top talent.
• Facilitate the participation, evaluation, and assessment of compensation surveys to ensure best practices and that strategic, tactical corporate objectives and efficient administrative practices are developed and maintained.
• Develop cost models, forecast analyses and plan design recommendations on a variety of global compensation programs.
• Manage the job change process to ensure pay is in accordance with ADI’s compensation practices and internal compensation guidelines.
• Stay updated on Federal and/or State laws impacting employee compensation programs and recommend changes to programs, if necessary.
• Responsible for Ad Hoc Reporting and Project Management as assigned to support the Global Compensation function.
• Compensation analysis and support for Mergers and Acquisition activities.

Preferred Qualifications

• Bachelor’s Degree in Business Administration, Human Resources or related preferred
• Requires a minimum of 7 years of Compensation, Finance, or Business Analyst experience
• Experience with Workday preferred
• CCP Certification Preferred
• Knowledge and experience with job evaluation methodologies preferred