- Compensation Strategy & Management:
o Develop and execute competitive, equitable, and sustainable compensation strategies globally.
o Oversee the design, benchmarking, and administration of base pay structures, variable pay programs, and executive compensation.
o Evaluate market trends and economic conditions to maintain competitiveness in attraction and retention strategies.
o Ensure compliance with all applicable local, state, federal, and international laws related to pay and compensation.
- Benefits Leadership & Strategy:
o Lead the strategy, design, and administration of comprehensive health and welfare benefits programs, including medical, dental, vision, life insurance, and disability programs.
o Manage retirement plans, including 401(k) plans, pensions, and other savings plans, ensuring alignment with employee needs and organizational sustainability.
o Foster partnerships with vendors, brokers, and benefits providers to enhance program quality, cost-efficiency, and employee satisfaction.
- Strategic Planning & Data Analytics:
o Utilize market analysis, industry benchmarking, and employee feedback to inform total rewards strategies and decisions.
o Leverage HR data and analytics to identify trends, measure the effectiveness of reward programs, and assess their impact on organizational goals.
o Present insights to leadership to support strategic decision-making and organizational planning.
- Leadership & Team Development:
o Lead, mentor, and develop a high-performing Total Rewards team.
o Foster collaboration across HR and business leaders to ensure alignment and integration of total rewards strategies into the overall HR and business strategy.
- Compliance & Risk Management:
o Ensure compliance with all applicable labor laws, tax laws, and reporting requirements globally.
o Mitigate risk by implementing strong governance and ensuring the accuracy of compensation and benefits administration.
- Partnership with Leadership & Stakeholders:
o Collaborate with senior leaders, managers, and cross-functional partners to ensure alignment between reward strategies and the company’s strategic priorities.
o Act as a trusted advisor on compensation and benefits matters.