Bachelor’s degree in HR, Finance, or a related field from an accredited institution.
5+ years of experience in Executive Compensation.
Expertise in designing and implementing executive compensation programs and processes, including base salary, annual incentives, equity incentive programs and payout processes.
Experience with equity vendor evaluation, selection and management.
Experience with regional differences in compensation and benefits practices.
Proven experience acting as a subject matter expert to the business, including the ability to influence the decisions of senior business leaders and all levels of the organization to drive results.
Excellent business acumen, including finance and accounting knowledge.
Demonstrated analytical skills, including analysis and modeling.
Ability to manage change effectively, including technology, communications, and business process implications.
Advanced Excel skills.
ADDITIONAL QUALIFICATIONS
Experience in leading global projects.
SuccessFactors experience preferred.
CECP or SPHR certifications.
Responsibilities - Job Summary
Research evolving executive compensation benchmarking and practices in the external marketplace.
Evaluate executive roles to maintain appropriate levels within our total rewards framework and market competitiveness.
Support onboarding of new executives and the communication of all compensation and benefit programs.
Support drafting of required disclosures, including reporting required by our private equity owner.
Support executive compensation projects across multiple functions and client groups, utilizing subject matter expertise and knowledge of both internal and external business practices to improve the employee experience.
Convert compensation data analyses into insights and plan recommendations and assist in developing client-ready presentations for senior leaders and the Board of Directors.
Provide primary support for presentation development for the company’s Compensation Committee.
Utilize compensation surveys, consulting firms, and third-party vendors such as equity plan administrators to complete analysis of compensation and benchmarking.
Advise and partner with People Function’s Talent Leaders and business leaders on compensation program implementation.
Partner closely with Finance, Legal, People Experience and People Technology, Stock Plan Administration and Governance, Global Mobility and Regional Compensation teams.
Develop strong relationships with Compensation teams, Executive Leadership Teams, Talent Acquisition and HR Business Partners globally.
Deliver clear and consistent communications to stakeholder groups, including people leader training on compensation, incentives, and equity programs.
Monitor changes to ensure compliance with global pay regulations.
Participate in M&A due diligence and post-acquisition integration activities.