Director of Compensation

The Role Design, execute and measure Company compensation strategy.

Gather, analyze and leverage internal data and external/competitive insights to identify opportunities for competitive differentiation.

Promote proactive compensation strategies and drive understanding of practices across the executive/manager and employee base, establish key initiatives, and communicate insights & recommendations to Executive Leadership that enhance current offerings and/or best manage cost.

Establish mechanisms to measure, track, and report on compensation and benefits metrics (both direct/in-house and via the partnerships with vendors); develop and enable the capabilities of the executive and leadership team to consistently and effectively deliver the total compensation offering and the value proposition.

Drive leadership awareness, commitment and accountability for the incoming candidate and existing employee experience across the business to drive attraction and retention.

Will plan, develop and implement new and revised compensation programs.

Provides expert counsel in the development of annual variable incentive compensation and other applicable incentive plans, and effective salary management, aligned to our total rewards philosophy.

Working with other HR leaders designs and coordinates the communications of all the compensation plans.

Manages the company’s equity-based compensation plans for its executives.

Responsible for administration and overall quality and consistency of client service provided by the function.

Develop, review, and implement compensation programs that affect employees company wide, including sales, and short-term & long-term incentive plans.

Develops and disseminates effective and clear communications regarding compensation, benefits and HRIM programs/processes.

(i.e.

Oracle, Xactly, Shareworks) Optimizes HRIM systems to meet workforce requirements creating opportunities for improvements and automation.

Prepares materials for any necessary reporting and filings as they relate to compensation Requirements/Characteristics Bachelor’s Degree with a minimum of 7 years of relevant experience in compensation including equity and variable pay programs.

Working closely with the VP, Total Rewards, SVP HR, SVP Finance and other key stakeholders to develop executive compensation and benefit programs, gains management support and prepare annual, executive compensation proposals for the Compensation Committee approval.