Director of Strategic Compensation

[Responsibilities]

 

A seasoned hands-on Compensation consultant is required for a leading enterprise software company.  This is not only a strategic role but one requiring the ability to be operationally effective, proactive and results focused.  The consultant must also be able to interact internally and externally with executive level management requiring negotiation of extremely difficult matters.

 

A primary function of this position will be the management of key business initiatives associated with Total Rewards Programs including management and development of best practices associated with compensation and best practices of Long Term Compensation programs worldwide.  Reporting to the Vice President of Compensation and Benefits, the consultant will be responsible for the following:

 Review and recommend retention and rewards policiesDevelop Executive and Board Compensation plansPrepare material for review by the compensation committee of the Board of DirectorsEstablish long term/equity plansMaintain industry relationshipsSupport the integration of M&A activitiesDirect the Compensation Staff in Design and Development of Programs to ensure competitiveness of compensation and to attract and retain required talent while maintaining cost effectiveness and ?best practices?.  Drive the implementation of programs that will provide scalability and efficiency to handle the client?s growth and implement programs that institutionalize their culture and methodologies.Identify cost impacts and savings through various financial methodologies for all Compensation and Reward and Recognition programsBuild infrastructures associated with compensation management and budget management including salary structures, merit budgets, stock budgets, etc.Knowledgeable of bonus plan designs/competitive practices in the software industry.

 

[Deliverables]

 

Implement all of the responsibilities described above on an ongoing basis.

 

[Value to Client]

 

As the company is rapidly growing (hiring 100 employees per month) it is critical to have consistent, high quality compensation policies in place. Creative problem solving skills are required to support the diverse needs of this complex multinational company. A number of critical compensation-related planning and review events are happening soon and urgently need support in place.

 

[Industry Experience]

 

Experience working with international IT/software companies of similar or larger size (greater than $1 billion in revenue). 

 

[Functional Experience]

 7 - 10 years of progressive responsibility in Human Resources management, specifically a domain expertise in Compensation in high-techDirect experience with PeopleSoft version 8.1 is highly desirableExperience with job family structuring particularly in a software companyMicrosoft Excel power userExperience using Radford, IPAS and other compensation surveysInternational experience also desirable as well as the ability to manage remote personnel and sites. Strong business background desirable.Bachelors degree or equivalent required; advanced degree, particularly an MBA, strongly preferred

 

 [Personality/Other Attributes]

 A highly responsive, service oriented attitude Business casual work environmentNeed to be comfortable in an environment of ambiguity and chaosA self-initiating style and a willingness to ?poke your nose in? everything that is going on in the companyCompany communication structure is heavily emailAbility to manage difficult HR issues in a forthright and fair mannerAn approachable, open, consultative work style which invites utilization of this individual as a resource. Requires strong partnering skills and the ability to influenceA level of integrity and leadership which identifies this individual as a leader on HR issues ? a self-starterA broad organizational perspective on daily decisions with a solid understanding of organizational systems - what makes them work well and what can hinder progressDemonstrated ability to proactively implement and sustain HR systems and programs that appropriately address the organization?s needsProven effectiveness as an internal professional at all levels of the organization and the ability to manage the technical components of the Compensation department ? a subject matter expertDemonstrated excellence in verbal, written, analytical and interpersonal skillsStrong negotiating and problem-solving skillsAbility to multi-task, lead remote locationsHighly organized and self-disciplinedIf person is willing to convert to full-time position this would be a strong positive