Responsibilities
- Partner with executive and HR leadership to shape and maintain a strategic compensation philosophy aligned with organizational objectives, including market positioning and pay structure design.
- Lead the development and evaluation of base salary and variable pay programs, including annual merit planning, trend analysis, and data-driven recommendations for enhancements.
- Administer long-term incentive plans, including modeling, grant processing, vesting schedules, and related communications; supervise the management of annual incentives and legacy deferred compensation.
- Oversee global mobility and relocation programs, ensuring alignment with compensation strategy and organizational needs.
- Manage job evaluation frameworks to ensure accurate position classification and equitable compensation across the organization.
- Conduct and participate in market benchmarking surveys, analyze compensation data, and support the maintenance of competitive salary structures.
- Serve as a strategic advisor to HR, management, and hiring teams on executive and enterprise-wide compensation decisions and practices.
- Integrate compensation frameworks with performance management systems, defining clear metrics and criteria for performance-linked rewards.
- Ensure pay practices comply with evolving legal standards, including minimum wage, pay equity, and transparency regulations, while aligning with leading market norms.
- Develop and deliver clear communication materials and training on compensation policies and updates to improve employee understanding and engagement.
- Analyze compensation metrics and trends to evaluate program effectiveness, identify improvement opportunities, and generate executive-level reports with actionable insights.
- Oversee the compensation department’s budget, ensuring fiscal discipline and alignment with organizational financial goals.
Executive and Board Compensation
- Manage executive benefits such as supplemental insurance, financial planning services, and severance arrangements.
- Administer Board of Directors’ compensation, including retainers and other payments; prepare and review related materials for the Human Resources Committee.
Leadership and Team Management
- Lead the compensation team in executing all pay-related initiatives, including hiring, terminations, goal setting, performance reviews, pay decisions, and professional growth.
- Drive or support special compensation projects as needed across the organization.
