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 Subject : Director of Global Compensation (New York, NY).. 01/17/2019 07:53:20 PM 
Yelena Stiles
Posts: 150
Director of Global Compensation
NY Corporate Office | New York | New York

This role will direct, develop and manage the compensation function, and implement, maintain and enhance compensation policies and procedures across the various business lines globally to ensure employee satisfaction. This position leads job evaluation and market pricing strategy and consults with HR Business Partners and business leaders on an ongoing basis and function as the subject matter expert in executive, broad-based, and variable compensation across a geographically dispersed workforce.

This role will manage the year end compensation process, incentive plan designs and effectiveness, and oversee the Workday Compensation business flow process to maintain efficiencies with cost and compliance control responsibilities.

This position also oversees the Global Mobility Services (GMS) function, working with our 3rd party vendors, expatriates, localized employees, and respective HRBP and Finance leads to ensure the efficient movement of talent globally. The role will also work to ensure all costs are tracked and kept within the range of the agreed upon budget.

Working Relationships (# of subordinates):
•Head of HR Shared Services (6)
•Manager of Global Rewards (0)
•Head of Global Talent Acquisition (1)
•Regional HR Specialists

Supervises one (1) Global Compensation Analyst

Internal Contacts: HR Business Partners, CPO, Regional and Global Finance Leads and Controllers, Regional Payroll Managers.

External Contacts: Global mobility, tax services, survey, and compensation consultants

This roles impacts:
1. department salary and incentive plan spending and accurate budget forecasting;
2. drivers of turnover costs for effective market salary placement and administration;
3. budget reporting for all compensation related initiatives;
4. coordination and tracking of GMS costs and cross charges to appropriate operating units

  • Partner with HR Business Partners, Finance, and HRIS/IT business leaders to develop, streamline, automate, and implement compensation policies, guidelines, and programs to establish corporate standards, as well as to meet varied market needs across all lines of business. Evaluate all programming for effectiveness based on annual strategic plan targets.
  • Oversee incentive and variable pay design, including global plans and various regional short-term and sales incentive plans, to drive performance and business objectives.
  • Prepare analysis of the Compensation programs and support the organizational performance management process through Key Performance Indicators (KPI) analysis and benchmarking. Implement KPI/metric creation, tracking and ownership to continued metric reporting to provide meaningful management line of sight.
  • Develop job library and conduct manage job evaluation and market pay analyses to design salary grade structures regionally and ensure that employees receive market competitive pay. Evaluate and recommend special pay adjustments, promotional increases, and position reclassifications as appropriate.
  • Prepare key global employee offer packages.
  • Manage year-end merit cycle process including merit budget proposals, variance analysis, upper management proposals and reporting, year-end communication and individual rewards statements. Launch HCM Workday’s Advance Comp module in mid 2019 to streamline the annual compensation process and drive efficiency.
  • Manage expatriate arrangements for long and short term assignments and company transfers, including assignment package development, pay delivery and tax services.
  • Communicate with leadership and employees through multiple media to ensure understanding and engagement of compensation plans.
  • Develop presentations, proposals, and materials for the Executive Committee and Board material as required.
  • Manage annual salary survey data submission process and salary survey budget and timeline.
  • Track headcount cost and manage monthly updates to Finance, as well as at key times within the year – 6+6, Annual Operating Plan budgeting.
  • Ensure company compliance to all regulatory standards related to compensation. Ensure programs and processes are standardized where appropriate for compliance with local employment laws and regulations in all cases.
  • Recruit, train, coach, direct and evaluate staff performance. Manage staff on a daily basis.
  • Manage external vendor relationships.

Position requirements:
  • Bachelor's degree from an accredited institution.
  • Progressive compensation experience in full lifecycle compensation planning and execution, perquisite plan, performance and sales incentive plan design and implementation, non-cash rewards and awards, budget and merit planning, salary survey management and selection, and partnering across all levels of the organization.
  • Proficient job evaluation and job pricing experience.
  • Core expatriate administration experience.
  • Experience with MS Excel, HRIS systems, analytics, report and presentation generation.
  • Working knowledge of executive compensation.
  • Experience supporting a geographically dispersed workforce across a variety of job functions.
  • Supervisory experience.
  • Strategic thinker in policy and plan designs to fit into a comprehensive total rewards strategy.

Preferred Qualifications:
  • Master's degree from an accredited institution.
  • CCP (Certified Compensation Professional) or other Total Rewards Professional Certification.
  • Direct team management experience (talent selection, job design, performance management & motivation/development of top talent).
  • Proven change leadership with the skills and abilities to coach and advocate for change across an organization.

Physical Requirements
Professional office environment with some manufacturing and retail site visits. Travel varies based on projects, between U.S. states and internationally, ranging from 10-20%. Incumbent needs to transport self between work locations. Physical requirements: relatively sedentary job that includes standing for long periods, lifting weights up to 40 pounds.

Click here to apply (search for Director of Compensation):

Godiva and affiliates, is an Equal Opportunity Employer, committed to hiring a diverse workforce. All openings will be filled based on qualifications without regard to race, color, sex, sexual orientation, gender identity, national origin, marital status, veteran status, disability, age, religion or any other classification protected by law.

Search Firm Representatives please read carefully:
Godiva is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, all resumes submitted by search firms to any employee at Godiva via-email, the Internet or directly to hiring managers at Godiva in any form without a valid written search agreement in place for that position will be deemed the sole property of Godiva, and no fee will be paid in the event the candidate is hired by Godiva as a result of the referral or through other means.
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