Senior Director, Gloabl Compensation

Senior Director, Compensation
Summary
Directs the strategic development, design, implementation, communication, and administration of the
Client’s compensation programs, including broad-based, sales, and executive. Work with management
to ensure compensation programs and reward systems link to business objectives. Ensures
achievement of equitable and competitive employee compensation by developing and implementing
policies, procedures, and educational information. Maintains working knowledge of federal/state
legislation which may affect compensation policies.
Responsibilities include but are not limited to:
The Senior Director, Compensation will report to the VP, Total Rewards and will concentrate work
efforts in the following areas:
Executive and Equity Compensation
• Support the preparation and development of data analysis and materials for Human Capital and
Compensation Committee of the Client’s Board of Directors. Including, tracking, and reporting
the status of short- and long-term incentives against targets, development of incentive
compensation strategy materials for equity grants, dilution, run rate, Black Scholes, as well as
managing share utilization and pool availability.
• Oversee equity administration for both domestic and international equity grants, including grant
approvals, loading of grants, processing vesting and corresponding taxes, option exercise
administration, and PVRSU payouts (including dividends), as appropriate. Educate participants
to improve leader understanding and appreciation of equity compensation in enhancing wealth
creation. Track key equity administration metrics, such as share pool utilization, dilution, run
rate, and Black Scholes. Oversee equity vendor relationship and evolve capabilities.
Incentive and Sales compensation strategy
• Drive performance outcomes through the development of targeted incentive and sales
compensation programs. Consult, design and deliver programs to achieve performance
objectives and drive financial and strategic outcomes, domestic and international.
• Drive employee engagement and understanding by counseling managers and employees on
compensation philosophies, career framework, salary structure, internal and external pay
positioning strategies, etc. to position the Client to attract and retain critical talent and
procedures as well as compensation related laws and legislations.

Compensation Day-to-Day Management
• Oversee all compensation administration, including base salary (e.g., internal and external
market studies, job evaluation, career framework placement), bonus (e.g., eligibility, calculation,
communication, payout), and equity administration. Conduct internal and external market
studies to confirm alignment with targeted positioning. Adjust structure as necessary. Support
organizational structure with job evaluation and career framework placement for each position.
• Lead ongoing pay parity analysis and drive outcomes consistent with zero pay parity gap. Own
vendor relationship with Syndio and Fair Pay. Drive data analysis and understanding of pay
opportunity strengths and opportunities throughout the organization in support of diversity and
gender representation goals. Prepare periodic report to Diversity Committee of the Board.
• Direct ongoing compensation administration in a manner consistent with internal and external
audit requirements and seek opportunities for continuous improvements.
Career Framework Architect
• Preserve and evolve Career Framework (globally) to support the evolving workforce needs of
the organization (e.g., career tracks and levels, job evaluation, managing market positioning
strategy and salary structure movement, and developing / educating on promotion and
movement guidelines).
• Develop and maintain skills inventory associated with job profiles and associates to identify
gaps and opportunities to build and re-deploy talent. Support the development of an internal
marketplace for internal movement opportunities. Analyze practices and trends among
competitors for top talent and bring thought leadership regarding how Client stays competitive in
recruiting and retaining talent.
Talent Management
• Lead and manage the compensation staff including establishing objectives, measuring results,
and ensuring employee accountability and development. Set annual department budget with
approval from the Vice President, Total Rewards.
Minimum Requirements:
• Bachelor’s degree or equivalent years experience required preferably in Business or Finance
• Master’s degree or Certified Compensation Professional required
• 10+ years’ experience in Compensation
• Five (5) years’ experience as a Compensation Director or similar experience managing people,
required
• Knowledge of Compensation laws, including FLSA
• Understanding of differences in international pay markets and practices
• Knowledge of Pay Equity Laws and Best Practices in measurement and maintenance
• 5 years’ experience with Excel and working knowledge with writing formulas
• Advance Microsoft Access Skills
• Workday experience preferred, specifically compensation data management
• Ability to work well with senior management