Director, Compensation Resume Samples

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C Larkin

Chet

Larkin

4178 Spencer Locks

Houston

+1 (555) 810 6418

4178 Spencer Locks

Houston

Phone

p +1 (555) 810 6418

Experience Experience

Houston, TX

Director, Compensation

Houston, TX

Rippin, Kuhlman and Cole

Houston, TX

Director, Compensation

Implement and execute programs and practices targeted in our compensation strategy initiatives; this may include developing tools to simplify base pay management, working through pay mix adjustments leveraging all of our pay components and partnering with performance management subject matter experts to align performance management practices; this will include managing a project team and regularly updating the function on progress as well as developing Executive level presentations for formal updates
Provide consultation on market and industry trends leveraging a broad network of external resources
Develop and execute compensation training programs for manager and potentially associates; this may include new manager training, training for new programs, cycle-specific training and mandatory manager training; this position will also be a key facilitator for various trainings
Engage in our International Compensation Forum to identify opportunities for consistency across our non-US sites as well as identify and understand local compensation programs
Join Fidelity’s Total Pay & Benefits Statement team which is a cross-functional HR team that delivers an annual statement to all associates; the focus would be on expanding the statements to our non-US locations as well as ensuring that all compensation data is accurately positioned, described and stated
Represent the Compensation function as Fidelity continues to build out Performance Management and Talent Practices; there are many opportunities to work across the HR function with other subject matter experts
Successful history as a compensation subject matter expert consulting within a large organization

Philadelphia, PA

Director, Compensation Program

Philadelphia, PA

Stiedemann-Wyman

Philadelphia, PA

Director, Compensation Program

Managing vendor relationships to ensure agreed upon fee and service agreements are met or exceeded and service issues are resolved in a timely and efficient manner
Compiling and presenting annual wage guideline recommendations to management
Developing and delivering compensation program training materials for Human Resources
Developing tools to guide management through compensation decisions (e.g. benchmark positions, job evaluation system and classifications system to define position attributes)
Establishing compensation plans including base pay structures, bonus programs and administrative guidelines
Providing subject matter expertise in areas such as external benchmarking and internal positioning of other roles to create organizational hierarchy
Developing effective compensation communication strategies, methods and materials that can be understood by all levels within the organization

present

Detroit, MI

Associate Director, Compensation

Detroit, MI

Macejkovic-Gulgowski

present

Detroit, MI

Associate Director, Compensation

present

Partners with HRBPs to review client-group compensation and make recommendations on how to ensure market competitiveness. Works collaboratively with business partners to develop and implement pay strategies concerning compensation ranges, shift differentials, spot differentials, and other pay practices. Approves compensation amounts for all non-routine compensation offers
Strategic planning and complex problem resolution abilities
Manage compensation projects and topics as assigned in collaboration with external consultants, compensation managers, HR Business Partners from all BI OPUs in the U.S., global HR teams, IS and other HR CoEs. Projects include system enhancements, FLSA topics, job profile documentation, process harmonization, review of compensation guidelines and compensation communication
Perform analysis and regular compensation reporting for senior management and group leaders
Oversight for headcount and personnel cost planning and reporting as a part of the annual long term financial planning process and personnel cost modeling for bargaining unit union negotiation
Prepare compensation analysis (internal equity and market analysis) and gather compensation market trends. Present findings to HR Business Partner and management. Support the design of compensation systems to maintain competitiveness in line with BI's Corporate pay philosophy and provide compensation recommendations e.g. for new hires, promotions
Maintain and update Marketpay system by utilizing salary surveys to update base salary information based on previous matches

Education Education

Bachelor’s Degree in Business

Strayer University

Bachelor’s Degree in Business

Skills Skills

Strong attention to detail and accuracy
Excellent communication skills with the ability to interact with all levels of the organization both verbally and in writing
Strong relationship management skills
Quick learner and problem solver who works well in ambiguous situations
Demonstrated high level of program/project management skills
Outstanding Microsoft Office skills
High level of analytical skills
Problem identification, research and resolutions capabilities

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15 Director, Compensation resume templates

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Tax Director, Compensation & Benefits Resume Examples & Samples

As a firm technical tax resource, leverage technical tax knowledge and experience to meet client needs and expectations
Provide effective project management to deliver timely and responsive services and products that meet and/or exceed client expectations
Bachelor's degree required; Master’s degree in Taxation and/or JD with LLM in Tax preferred
Minimum of 10 years of related experience; preferably in public accounting
Minimum 7 years of specialized compensation and benefits tax experience
Ability to prepare and supervise work product
Presentation skills and strong organizational techniques are required
Able to attain visibility and recognition within industry specialization and in local market

Director, Compensation Programs Resume Examples & Samples

10 - 15 years related compensation and Human Resources experience
Strong program management, analytical, system, communication, consulting and organizational skills
Excellent Excel, Access, PowerPoint and Word skills
Ability to exercise good judgment and handle confidential information
Ability to work in a fast-paced, changing environment
Bachelors degree in business or HR related program preferred; Masters degree desirable
Workday and Towers Watson Reward experience strongly desired
Knowledge of equity plans, international compensation and World at Work course completion desired, CCP preferred

Director, Compensation Programs Resume Examples & Samples

Database, tool and reporting development
Work with Compensation team and HRBPs to define requirements, develop and support databases and tools (Workday, Reward) that automate business and HR processes improving both efficiency and responsiveness of the Compensation department
Develop databases and tools that
Support equity and incentive plan administration
Create user-defined, views of total compensation that become the basis of a library of re-usable, dynamic reporting templates
Facilitate financial forecasting and accrual reporting
Enable ad-hoc reporting and quick-hit tools that meet the needs of compensation team, HRBPs, managers and executives
Provide support to new initiatives, including career path development
Knowledge of equity plans, international compensation and World at Work course completion desired

Director, Compensation Asset Management Resume Examples & Samples

Collaborate with the global Compensation team to design special incentive programs, including sales incentive plans that are aligned with business strategies and objectives. Assist with implementation, communication and administration of these special incentive programs. Monitor ongoing effectiveness of plan designs
Lead or participate in enterprise wide compensation projects; develop/deliver training programs to leaders and/or employees in partnership with OED/communication experts, as required
Partner with other compensation team members on initiatives that cross organizational boundaries or have implications outside immediate area of responsibility, providing leadership/expertise within specialized area(s). Provide leadership to direct reports including coaching, mentoring, goal development and annual performance reviews
Assist in preparing compensation packages for new hires or promotions. Administer company wide compensation programs or initiatives for review by the assigned business or staff group leader(s). Take a leading role in the governance and application of the company’s banding structure
8-10 years of demonstrated experience in developing and administering compensation programs, including bonus programs & ideally sales compensation plans
Must have experience with asset management, preferably supporting the investment teams
Knowledge of the fundamentals of investment performance measurement
Excellent analytical skills and detail orientation. Outstanding relationship and communication skills – both verbal and written
Demonstrated proficiency in providing business consultation; develops compensation programs that drive desired business results
High proficiency with Microsoft Excel and proficiency in MS Word and PowerPoint required; working experience with MS Access desired
Financial services industry experience desirable. Experience in reporting from HRMS databases; PeopleSoft experience desired
Excellent influencing skills across all levels of management, including executive leaders
Experience of leading a team required

Director Compensation & Payroll Resume Examples & Samples

10+ years of progressive HR experience
6+ years of supervisory experience in HR department
Strong compensation and payroll experience
Expert proficiency in Microsoft Office Suite; experience in HRIS systems
Strong skills in change management, analysis, operational partnership, teambuilding
Proven ability to work collaboratively

Director, Compensation Resume Examples & Samples

Implement and execute programs and practices targeted in our compensation strategy initiatives; this may include developing tools to simplify base pay management, working through pay mix adjustments leveraging all of our pay components and partnering with performance management subject matter experts to align performance management practices; this will include managing a project team and regularly updating the function on progress as well as developing Executive level presentations for formal updates
Provide consultation on market and industry trends leveraging a broad network of external resources
Develop and execute compensation training programs for manager and potentially associates; this may include new manager training, training for new programs, cycle-specific training and mandatory manager training; this position will also be a key facilitator for various trainings
Engage in our International Compensation Forum to identify opportunities for consistency across our non-US sites as well as identify and understand local compensation programs
Join Fidelity’s Total Pay & Benefits Statement team which is a cross-functional HR team that delivers an annual statement to all associates; the focus would be on expanding the statements to our non-US locations as well as ensuring that all compensation data is accurately positioned, described and stated
Represent the Compensation function as Fidelity continues to build out Performance Management and Talent Practices; there are many opportunities to work across the HR function with other subject matter experts
College degree with 7-10 years of compensation experience
Successful history as a compensation subject matter expert consulting within a large organization
Experience in successfully balancing multiple projects and deadlines
Demonstrated high level of program/project management skills
Excellent communication skills with the ability to interact with all levels of the organization both verbally and in writing
Strong relationship management skills
Outstanding Microsoft Office skills
Ability to translate and represent business needs
Strong attention to detail and accuracy
Quick learner and problem solver who works well in ambiguous situations
High level of analytical skills
Problem identification, research and resolutions capabilities

Director, Compensation Technology UX Resume Examples & Samples

Manage complex compensation initiatives from a process and user experience perspective and project management
Translate user needs into web based solutions for compensation related tools while collaborating with HR Technology and Salary Review Team; Troubleshoot problems and design viable solutions and define interaction models, user task flows, and UI specifications
Provide project management leadership for complex compensation projects
Oversee the management of employee recognition programs
Drive the strategic development and creative content for all year end compensation communications
Interface with key internal HR and leadership and provide guidance and direction to team members
Minimum ten years related experience in Technology UX and process Improvement and Training: preferably within a professional services firm or similar environment
Demonstrated analytical, organizational, project management and influencing skills
Ability to think strategically and to link action plans to critical business priorities
Excellent technology skills as well as strong oral and written communication skills

Associate Director, Compensation Resume Examples & Samples

Support the execution of core compensation processes in the U.S
Partner with Business Units and Functions to ensure consistent/appropriate compensation support around the world
Provide expertise and consultation regarding the design and implementation of new and revised compensation programs
Lead job leveling and market pricing efforts for all assigned organizations; participate in global job leveling, as needed
BA or BS Required (Business, Finance, or Accounting-related major preferred)
Minimum of 12 years experience in compensation or other analytical fields required, including

Associate Director, Compensation Resume Examples & Samples

Provides thought leadership on compensation and related topics for unique business situations
Compensation leader for GTO and Staff Functions
Determines and sets the key compensation priorities for the year by identifying opportunities for improvement, continuous innovation and by partnering with the People Rewards team and the GTO and Staff Functions’ HR team
Manages all aspects of annual compensation within GTO and Staff Functions, including annual salary planning and bonus cycles, market assessments, as well as input into the sales incentive plan design
Provides advice and counsel to HR business partners and senior staff on pay programs as well as policy and guideline interpretation
Conducts research, keeps current on best practices and provides input on recommendations on global plans and programs
Participates in the design, development and implementation of initiatives and programs that enhance Biogen’s ability to attract, motivate and retain talent at all levels of the organization within the GTO and Staff Function’s group
Performs ad hoc analysis and planning to continuously improve our global compensation programs and processes
Ability to identify and clearly communicate findings, patterns, themes and issues that are relevant to our business. Communicate complex technical solutions in a simple manner that can be understood broadly within the organization
Ability to consult with colleagues to identify issues, determine potential solutions, and analyze the impact on the broader organization
Ability to forge relationships across a range of styles and cultures to form networks within and outside the company. Ability to influence at all levels of the organization including Senior Executives
Technical knowledge in Sales Incentive Plans and overall Broad-based compensation areas (salary plans, short and long-term incentives), but able to think broadly to integrate beyond just compensation
Must be a self-starter with the ability to multitask, prioritize effectively and integrate with the rest of the team in a fast paced progressive environment
Must be a creative thinker and have the courage to take calculated risks
Strong technical and tactical skills combined with strategic vision, sound business acumen and keen financial and analytic ability
Ability to assess a situation quickly and ask the right questions
A track record of creativity and innovation
Skillful decision maker with a strong understanding of when to involve others in the decision or escalate to higher levels
Strong conceptual and process thinking abilities; able to simplify the complex and provide structure where there is ambiguity
Strategic planning and complex problem resolution abilities
Business and personal integrity
Keen attention to detail and the ability to deliver a well thought out strategy and accurate product/presentation

Associate Director, Compensation Resume Examples & Samples

Implement and drive compensation initiatives for all across the divisions
Partner with various stakeholders to successfully achieve these initiatives
Innovate and develop tools & processes that lead to increased productivity and enhance user experience

Director, Compensation Program Resume Examples & Samples

Responsible for the overall design, implementation, communication, and administration of the organization's compensation programs
Ensuring that compensation programs support the organization's strategic objectives
Managing and administering the Compensation Program including the Total Compensation Strategy, Compensation Plan and Annual Total Compensation Survey
Developing tools to guide management through compensation decisions (e.g. benchmark positions, job evaluation system and classifications system to define position attributes)
Establishing compensation plans including base pay structures, bonus programs and administrative guidelines
Evaluating and modifying the Compensation Program to ensure that it is current, competitive and in compliance with legal requirements
Managing the annual Total Compensation survey process and ensuring credibility and integrity in the survey results
Developing effective compensation communication strategies, methods and materials that can be understood by all levels within the organization
Providing subject matter expertise in areas such as external benchmarking and internal positioning of other roles to create organizational hierarchy
Managing participation, requisition and utilization of appropriate salary surveys for analysis and research
Compiling and presenting annual wage guideline recommendations to management
Contributing to global compensation initiatives and projects
Developing and delivering compensation program training materials for Human Resources
Managing vendor relationships to ensure agreed upon fee and service agreements are met or exceeded and service issues are resolved in a timely and efficient manner
Bachelor's degree in business or finance is preferred
Good knowledge and understanding of Magna structure
Planning, directing, supervising, and coordinating work activities of others
Staying current on industry compensation practices and changing legal issues, assessing their potential impact on the business
Responding to questions/concerns regarding program policies, processes and procedures providing timely and efficient customer service
Minimum of 7 year of extensive knowledge of compensation development, design, implementation, and administration, as well as the compensation legal environment
Excellent written and verbal communication skills, ability to present and position new ideas, initiatives and gain buy-in and support
Extremely detail oriented with strong mathematical, analytic and research skills
Confidence and assertiveness, ability to build respect and credibility with colleagues and senior leaders
Familiarity with a variety of compensation concepts, practices, and procedures
Excellent customer relationship management skills
Broad knowledge of compensation and equity practices across the Americas, Asia Pacific and Europe
Ability to analyze issues both quantitatively and qualitatively to drive decisions, and develop effective alternatives and action plans
Excellent organizational, negotiation and conflict resolution skills
Excellent computer skills (Microsoft Office, HR Systems)
Expertise with Mercer IPE methodology

Associate Director, Compensation Resume Examples & Samples

Minimum 10 years HR experience and at least 5 years specialist experience in Compensation – supporting the EMEA region, Asia Pacific experience a plus
Solid understanding of EMEA compensation trends, tax and legal environment related to both cash and equity compensation plans
Expertise in the design and implementation of base salary, short-term and equity incentive programs
Expertise in managing projects with business leaders, HR Business Partners, other HR Functions
Ability to consult with colleagues to identify needs and translate those needs to potential solutions
Ability to use core technology to report information, analyze data and develop analytical models
Ability to forge relationships across a range of styles and cultures to form networks within and outside the company
Demonstrated ability to work autonomously in a high volume role within a large complex business
University Degree Required

Director, Compensation Operation & Planning Resume Examples & Samples

You will demonstrate high level of program/project management skills
Your excellent communication skills with the ability to interact with all levels of the organization both verbally and in writing
You will have strong relationship management skills
Your outstanding Microsoft Office skills
Your ability to translate and represent business needs
Your strong attention to detail and accuracy
You will be a quick learner and problem solver who works well in ambiguous situations
Your problem identification, research and resolutions capabilities

Associate Director, Compensation Resume Examples & Samples

Providing competitive and comprehensive benefits
Designing and implementing strategic base, incentive and long-term compensation plans
Managing firm performance through our annual performance review cycle
Supporting and upholding the values, policies and procedures of the firm
Conduct analysis of jobs, salaries and incentives to evaluate internal equity and determine external competitiveness for new or changed roles
Maintain and update Marketpay system by utilizing salary surveys to update base salary information based on previous matches
Participate in external salary surveys
Work closely with CM Business Partners to analyze new and revised job descriptions, choose appropriate external survey matches, select the correct internal banding assignment, and design a new salary band
Coordinate the annual merit increase and bonus calculation process for the firm; ensure all new salary and bonus data is accurately updated in Workday HRIS system; produce individualized pay change and promotion statements for employees through Workday
Work closely with the Senior Director of Compensation to help task-manage important compensation initiatives and keep strategic priorities on task and on deadline
Serve as a customer support contact for employees as needed to troubleshoot compensation-related questions and train them on system capability
Become a technical compensation expert in new and existing HR systems and use that expertise to drive Career Management and firm-wide utilization of compensation tools
Support the administration of new and existing compensation processes with opportunity to manage select tasks and projects
Help to create and maintain databases/tools that summarize, analyze, and report key compensation metrics
Perform analysis and regular compensation reporting for senior management and group leaders
Conduct compensation portion of new hire orientation classes on a monthly basis
Develop presentations on metrics, reports and analysis, as needed and as requested
Proactively identify strategic opportunities to utilize compensation tools within Career Management systems and work with team members to propose new and innovative solutions to enhance employee engagement and system usage
Management of entry level Compensation Associate
Bachelor’s Degree in human resources, finance, economics, business, or other related field
Minimum 5 years analyzing market-based compensation and salary survey data
Experience working in a central services area supporting HR and Finance Partners
Advanced Proficiency in MS Excel (Vlookups, pivot tables, advanced formulas, etc.)
Experience driving towards solutions to solve compensation problems
Ability to think strategically while managing multiple competing priorities
Ability to clearly and purposefully communicate (verbally and through writing) with stakeholders, business partners, CM partners and other internal contacts
7+ year(s) experience in a data-driven corporate environment
7+ year(s) experience implementing base and incentive compensation plans
Experience working with Workday or other HRIS systems
Experience working with MarketPay
Demonstrated experience with MS Access or other reporting tools
Proven ability to learn new tools, techniques, and skills
Experience finding multiple solutions to a complex problems
Experience handling sensitive firm, department and individual performance information
Experience presenting to individuals at multiple levels within an organization
Proven ability to meet goals and deadlines
Experience in Human Resources and/or Organizational Change Management
PHR or CCP in progress
Financial modeling experience

Regional Director, Compensation & Benefits Resume Examples & Samples

Collaborating with segment HR to design US local bonus / sales incentive plans that support our business goals; managing documentation, approvals and financial reporting
Designing, coordinating, and participating in the activities for US team member compensation and benefits programs, in support of Regional US C&B objectives, including prioritization, coordination, and monitoring of work with sensitivity to customer needs and effective issues resolution
Consulting with various members of management, including senior management, and presenting/communicating recommendations on compensation actions, programs and processes as appropriate
Providing guidance on new hire offers and promotions within the region; conducting internal and external equity reviews as needed
Creating plans to address pay inequities for individuals or specific groups where required
Producing reports, data and metrics, as required, to support recommendations and/or track progress against C&B related initiatives
Reviewing, revising, and updating assigned policies and procedures to ensure continual compliance with regulatory requirements and support of current business needs
Creating and delivering selected manager and supervisor training, such as Leave of Absence training, and FLSA issues
Lead segment-specific projects related to compensation policies and practices
Identifying opportunities and planning for the transfer of Compensation & Benefits processes to a Shared Service organization, or more fully outsourcing them to external providers
Maintaining current knowledge of government rules and regulations, including ERISA, FLSA, FMLA, COBRA, and other applicable labor and/or tax laws and regulations
Working with our US businesses to ensure that they are aware of market trends and dynamics and ensure that they our pay practices will support our objectives
15+ years of relevant, progressive experience in HR with at least 8 years focused specifically on Total Rewards programs
Advanced degree preferred
Strong demonstrated functional knowledge of compensation and benefits programs and how to administer them
Excellent interpersonal skills and proven ability to influence co-workers and leadership
Experience in multiple HR functional areas is extremely valuable, such as additional experience with payroll, HRIS, generalist experience, global HR or staffing
Customer-oriented and able to collaborate with colleagues across segments and levels
Strong analytic capabilities required

Senior Director Compensation Resume Examples & Samples

BS/BA from an accredited university or college
Sixteen years of progressive human resources and compensation responsibility in large, global or multi-national companies – leading multiple facets of compensation design, process execution and administration across multiple countries or regions
Broad understanding of compensation legal requirements, regulatory issues, and global laws
Ability to translate and analyze data into convincing reports and recommendations
Ability to partner and influence at the most senior level within company
Ability to mentor and train staff
Strong interpersonal, teaming, advocacy, problem solving and presentation skills
Proven ability to build strong, collaborative working relationships with colleagues and internal customers
Demonstrated evidence of detail-orientation, multitasking skills and effective project management skills
Master’s Degree in Business Administration, Human Resources or a related field
World@Work Compensation Certification (CCP)
Board-level ability to translate and present findings, data, and recommendations to corporate leadership

Director, Compensation Resume Examples & Samples

Day-to-day compensation evaluation, role leveling, and communication
Regular market analysis/benchmarking
Annual compensation planning (e.g. merit, bonus, long-term incentives)
Legislative/regulatory compliance
Career ladder development
Collaborate with clients and HR partners to ensure compensation programs are aligned and relevant to both the market and business conditions, while also integrated with key business and HR strategies
Research and identify emerging market trends and best practices and their potential relevance to this position’s assigned clients, as well as DCPI, in general
Collaborate with stakeholders/partners to continually improve processes, both compensation-specific and broader HR; drive for continued improvement in efficiency, effectiveness, and quality
Partners with compensation leaders across The Walt Disney Company to drive better integration of compensation capabilities and to ensure consistency, where possible, with compensation systems development and sustainment
Coaches team with regard to development to ensure they are up-to-date on compensation trends, are knowledgeable of happenings in their assigned industries, and attain necessary skills to lift their performance
May lead and manage Compensation projects both within the Segment and cross-TWDC
7-10 years’ experience in Compensation/HR field in large company, including 3-5 years’ direct leadership of a team of Compensation/HR professionals
Retail e-Commerce industry experience required
Demonstrated strong leadership experience and proven ability to identify strong talent and develop team members
Ability to communicate potentially controversial decisions with key stakeholders and clients in a manner that ensures understanding
Expertise in Microsoft Office applications; SAP experience a plus
Comprehensive knowledge of the theory, design, and application of compensation concepts/programs
Business-oriented mindset with an understanding of financial concepts
Proficient at aligning compensation/HR strategies with business strategies
Ability to understand and effectively collaborate with stakeholders from various disciplines and other business segments
Ability to set priorities and manage multiple projects
Strong analytical skills with a commitment to accuracy and details
Strong aptitude for process design and continuous improvement
Ability to explain complex issues effectively; strong written, verbal, and graphic communication skills
Experience harmonizing compensation programs across diverse business/segments/entities
Specialty retail e-Commerce experience preferred
Bachelor’s degree required; Human Resources, Finance, Accounting, or Business degree preferred

Associate Director, Compensation & Benefits Resume Examples & Samples

BS or equivalent relevant equivalent
8 or more years’ experience in Human Resources with at least 3 years in compensation/benefits program management role
Demonstrated experience in effectively managing multiple priorities
Must be well organized and have a strong customer-focused mindset
Prior management experience preferred

Associate Director, Compensation Resume Examples & Samples

Manage the site’s compensation and pay programs
Ensure the site’s compensation is competitive with the market-place, maintains internal equity/fairness while recognizing the need for cost stewardship. Maintains close contact with US Compensation function to ensure compliance and consistency with US-wide policies, procedures, and processes
Manage the overall job analysis & evaluation process for BIAHUS, including level equity across all U.S. AH companies and business functions; ensure an aligned leveling process using Hay job evaluation methodology. Set guidelines to maintain an inventory of job profiles that is consistent across all AH sites. Works with HR Business Partners and line management to ensure in depth understanding of the jobs, accountability matrix and reporting relationships. Support creation of career paths
Perform salary surveys incl. managing submissions for participation in SIRS and other identified surveys
Work with client groups to coordinate job matching process and ensure accurate survey matches. Analyzes macro and micro-level market data and presents innovative and creative recommendations to management. Perform salary surveys incl. managing submissions for participation in SIRS and other identified surveys
Work with client groups to coordinate job matching process and ensure accurate survey matches. Analyzes macro and micro-level market data and presents innovative and creative recommendations to management
Lead the annual salary planning and bonus planning process, ensure accuracy, and teamwork with all internal partners. Support HR Business Partner and line management during the process with training, guidance, reports and analysis to support an appropriate distribution of salary increases and bonus to achieve organizational goal of pay for performance
Prepare compensation analysis (internal equity and market analysis) and gather compensation market trends. Present findings to HR Business Partner and management. Support the design of compensation systems to maintain competitiveness in line with BI's Corporate pay philosophy and provide compensation recommendations e.g. for new hires, promotions
Oversight for headcount and personnel cost planning and reporting as a part of the annual long term financial planning process and personnel cost modeling for bargaining unit union negotiation
Partners with HRBPs to review client-group compensation and make recommendations on how to ensure market competitiveness. Works collaboratively with business partners to develop and implement pay strategies concerning compensation ranges, shift differentials, spot differentials, and other pay practices. Approves compensation amounts for all non-routine compensation offers
Manage compensation projects and topics as assigned in collaboration with external consultants, compensation managers, HR Business Partners from all BI OPUs in the U.S., global HR teams, IS and other HR CoEs. Projects include system enhancements, FLSA topics, job profile documentation, process harmonization, review of compensation guidelines and compensation communication
Experience operating in a Union environment or environment with multiple pay practices preferred

Director Compensation Resume Examples & Samples

Champions Sun Life’s compensation philosophy and partners across HR and the business to ensure compensation programs are designed and delivered in alignment with Sun Life’s compensation, total rewards and broader HR objectives
Provides consulting to Business Leaders and HR Business Partners on compensation issues and solutions ranging from individual employee recommendations to unique compensation program interventions (e.g., retention programs, one-time payments, off-cycle increases, etc.). Builds relationships and influences the direction of compensation programs by understanding Sun Life’s business, anticipating and diagnosing client needs and designing innovative solutions
Leads the compensation work streams of the global Annual Performance Cycle for Sun Life
Oversees the project management of all compensation work streams such as, reporting, communications and HR Business Partner webinars, HRMS user acceptance testing (UAT), etc
Works collaboratively with the Talent and Global HRMS teams to develop priorities, plans and timelines annually
Leads the global annual cycle planning committee made up of key compensation, HRMS and HR Services stakeholders globally to share timelines, communicate changes, gather system requirements, etc
Considering global frameworks, designs (or redesigns), communicates and implements compensation programs and processes that are used within and across the Functions/ Business Groups such as salary structures, incentive plans, retention plans, etc
Plans and organizes assignments of substantial variety and complexity, including approach, resource requirements, and schedules. Includes consulting with Business Leaders to identify needs and priorities, conducting market and internal research, establishing design principles, building design alternatives and outlining implications, modeling, determining employee and cost impacts, and creating communication and transition plans
Manages the annual market analysis for Corporate Functions located in Canada and Enterprise Services located in Canada, US and Ireland including oversight in data and system preparation, data analysis, development and delivery of observations and recommendations to HRBPs and Business Leaders
Supports organization design and job design work (e.g., facilitates Leader conversations to identify and scope work, clarify and articulate accountabilities, develop alternatives, etc.)
Defines and socializes compensation practices (e.g., how to handle specific compensation situations such as signing bonuses, acting pay, one-time payments, etc.)
Delivers on-going compensation activities such as job evaluation, ensuring regulatory compliance and compensation data and process governance
University degree and 8 - 10 years of relevant experience
Experience in Financial Services and project management of large/ global projects would be an asset
Strong project management with the ability to plan, organize and resource assignments of substantial variety and complexity
Strong consultation skills with the ability to partner with other areas within HR and with Business leaders to build relationships, collaborate and recommend compensation solutions that solve business problems
Strong knowledge and experience with compensation program design (i.e. salary structure and incentive design) and strong financial and business acumen
Strong Excel skills with the ability to manipulate large volumes of data and strong Power Point skills with the ability to build audience-specific presentations
Strong communication skills with the ability to explain compensation concepts to various audiences
Ability to organize and accomplish objectives independently and proactively
Ability to deal with ambiguity and develop a course of action
LI-BY1

Director, Compensation Operations & Programs Resume Examples & Samples

Lead the creation, implementation, and administration of best-in-class compensation systems, programs, policies and procedures in support of the Compensation department as well as all business operations
Design and implement key metric reporting for the Compensation department
Collaborate regularly with the HRIS department to explore options to optimize the use of the HRMS to promote more effective administration of salary changes and pay transactions
Oversee and guide various project initiatives, integrating resources, teams, and budget while delivering timely results
Design, develop and oversee compensation related training and education programs for executives, operations and line managers, and other support management. Provide separate training and education programs for targeted management groups as requested
Optimize and execute enterprise-wide executive compensation programs and processes in the areas of salary planning, executive compensation, reward & recognition programs, employee perquisites, incentives, and performance management
Provide communication and training to other HR professionals and managers on compensation strategies, objectives, and the features of the compensation programs, providing tools and techniques to ensure that plan objectives are met and consistently applied
Provide leadership, guidance, and coaching for direct reports to maintain an engaged and productive workforce; oversee and manage the workload and responsibilities of assigned staff
Establish departmental goals and objectives implementing performance standards aligned with company and business unit goals. Provide informal feedback on an ongoing basis and formal feedback in the annual performance evaluation. Manage the department staffing through the appropriate development, hiring, firing and disciplinary actions
Assist the VP, Compensation with the development of the annual department budget
May assist with the administration of the LTI Plan for US based employees
May assist in compensation administration activities such as job analyses and competitive benchmarking, and provides guidelines for structuring new hire offers, promotions and other pay adjustments, transfers etc
10+ years’ related experience
5+ years’ experience as a Manager; or 10+ years’ experience in a senior compensation consultant role
5+ years’ experience with HRIS, compensation systems, and/or data management required
SHRM Certification (SHRM-SCP, SHRM-CP) is a plus
Experience with Tableau or other data analytics software preferred
CCP certification is a plus
Current knowledge of compensation strategies, theories, best practices, and regulations
Strong interpersonal skills with the ability to communicate with all levels of management through diplomacy and tact
Solid to expert knowledge of FLSA and Wage and Hour laws
Proven skills managing high volume of small projects in parallel with strategic longer term projects
Strong consultative skills to work with all levels of management in a relationship driven organization
Good understanding of total compensation practices
Competency with computer software applications such as Microsoft Office
Must be able to identify and solve problems creatively with a win-win focus
Must be flexible with the ability to work in situations where there is not a unique correct answer