Convergint Technologies, LLC
Director of Global Compensation
Convergint Technologies, LLC, Schaumburg, Illinois, us, 60159
The Director of Global Compensation in a Private Equity (PE) backed company is responsible for developing, implementing, and managing a compensation strategy that aligns with the company's long-term objectives and private equity goals. This role involves leading compensation initiatives, including executive compensation and global job architecture, within a private equity environment. As a key member of the global HR Leadership Team, you will design market-competitive pay programs, drive strategic compensation strategies, and ensure effective implementation and administration of these programs. You will work closely with the international HR team to attract, motivate, and retain top talent, while ensuring compliance and managing the financial impact of compensation programs.
Responsibilities:Global Compensation Strategy:
Develop and standardize scalable compensation processes across global regions, adapting to local requirements while ensuring consistency with the company's private equity-backed structure and global job architecture.Private Equity Focus:
Navigate the unique challenges of compensation in a private equity environment, aligning compensation strategies with board expectations.Compensation Administration and Planning:
Establish, lead, and oversee review processes for salary, bonus, equity grants, and other short-term and long-term incentive programs, ensuring compliance with regulations and alignment with private equity requirements. Oversee planning and execution of merit increases, bonus payments, and other awards, ensuring alignment with private equity goals and financial performance.Executive Compensation:
Lead the design, implementation, and administration of executive compensation programs, including equity-based incentives, ensuring alignment with market trends and private equity objectives.Global Job Architecture:
Develop and implement a global job architecture that aligns roles, titles, levels, and compensation across regions, ensuring consistency and fairness while accommodating local and international differences.Policy Development and Compliance Management:
Create and implement compensation policies that support business priorities. Ensure compliance with all compensation-related regulations for local, national, and international, including those specific to private equity-backed companies, such as reporting and disclosure requirements.Finance Liaison:
Work with the Finance team to manage budgeting, bonus modeling, and financial impact analysis of compensation programs, aligning with private equity financial strategies.Presentation and Reporting:
Prepare and present compensation-related materials to senior leadership and private equity stakeholders.Industry Knowledge:
Stay current on industry trends, regulations, and best practices, sharing insights relevant to private equity-backed companies.Mergers and Acquisitions:
Act as a compensation expert in M&A activities, including due diligence, data room management, and integration of executive compensation strategies.Project Management:
Manage multiple compensation projects independently, demonstrating initiative and strategic judgment.Thought Leadership:
Provide insights on compensation trends and best practices relevant to private equity-backed companies, including job architecture, pay transparency, and pay equity.HR Collaboration:
Partner with the international HR team to address business challenges, explore alternative compensation solutions, and recommend strategies that align with the company's growth and value creation objectives.Strategic Leadership:
Potentially build, lead, and manage a compensation team, if applicable. Serve as an advisor to Executive Leadership Team and Compensation Committees on compensation topics.
Experience Required:Experience:
Minimum of 10+ years in compensation, including substantial global experience managing executive compensation, equity programs, and global job architecture within a private equity-backed company.Education:
Bachelor's Degree or equivalent in Business, Human Resources, Finance or related field.Regulatory Knowledge:
In-depth knowledge of laws and regulations impacting compensation, including those specific to private equity.Management Skills:
Proven ability to work effectively with all management levels to drive project deliverables and ensure successful outcomes.Communication:
Strong interpersonal and communication skills, with the ability to engage with senior leadership and private equity stakeholders.Strategic Thinking:
Demonstrated business and financial acumen and strategic thinking, with the ability to align compensation strategies with private equity goals.Technical Skills:
Proficiency in Microsoft Excel, Word, and PowerPoint.Travel:
Willingness to travel as necessary.
Experience Desired:Systems Knowledge:
Experience with compensation management systems such as UKG, Certent, ADP, Oracle, Employment Hero, NetSuite.Industry Experience:
Experience in the security integration industry or similar sectors relevant to the company's focus.
This role demands a seasoned compensation leader with extensive experience in private equity settings, particularly in managing and administering executive compensation, equity programs, and global job architecture.
Please note that this job posting includes salary information for the assigned target market range within the primary geographic region the requisition is posted. If the position is posted in multiple locations or is a remote position, the salary range may vary. Individual pay rates will, of course, vary depending on the job, department, and location, as well as the individual skills, experience, certifications, specific licenses, and education of the applicant.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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Responsibilities:Global Compensation Strategy:
Develop and standardize scalable compensation processes across global regions, adapting to local requirements while ensuring consistency with the company's private equity-backed structure and global job architecture.Private Equity Focus:
Navigate the unique challenges of compensation in a private equity environment, aligning compensation strategies with board expectations.Compensation Administration and Planning:
Establish, lead, and oversee review processes for salary, bonus, equity grants, and other short-term and long-term incentive programs, ensuring compliance with regulations and alignment with private equity requirements. Oversee planning and execution of merit increases, bonus payments, and other awards, ensuring alignment with private equity goals and financial performance.Executive Compensation:
Lead the design, implementation, and administration of executive compensation programs, including equity-based incentives, ensuring alignment with market trends and private equity objectives.Global Job Architecture:
Develop and implement a global job architecture that aligns roles, titles, levels, and compensation across regions, ensuring consistency and fairness while accommodating local and international differences.Policy Development and Compliance Management:
Create and implement compensation policies that support business priorities. Ensure compliance with all compensation-related regulations for local, national, and international, including those specific to private equity-backed companies, such as reporting and disclosure requirements.Finance Liaison:
Work with the Finance team to manage budgeting, bonus modeling, and financial impact analysis of compensation programs, aligning with private equity financial strategies.Presentation and Reporting:
Prepare and present compensation-related materials to senior leadership and private equity stakeholders.Industry Knowledge:
Stay current on industry trends, regulations, and best practices, sharing insights relevant to private equity-backed companies.Mergers and Acquisitions:
Act as a compensation expert in M&A activities, including due diligence, data room management, and integration of executive compensation strategies.Project Management:
Manage multiple compensation projects independently, demonstrating initiative and strategic judgment.Thought Leadership:
Provide insights on compensation trends and best practices relevant to private equity-backed companies, including job architecture, pay transparency, and pay equity.HR Collaboration:
Partner with the international HR team to address business challenges, explore alternative compensation solutions, and recommend strategies that align with the company's growth and value creation objectives.Strategic Leadership:
Potentially build, lead, and manage a compensation team, if applicable. Serve as an advisor to Executive Leadership Team and Compensation Committees on compensation topics.
Experience Required:Experience:
Minimum of 10+ years in compensation, including substantial global experience managing executive compensation, equity programs, and global job architecture within a private equity-backed company.Education:
Bachelor's Degree or equivalent in Business, Human Resources, Finance or related field.Regulatory Knowledge:
In-depth knowledge of laws and regulations impacting compensation, including those specific to private equity.Management Skills:
Proven ability to work effectively with all management levels to drive project deliverables and ensure successful outcomes.Communication:
Strong interpersonal and communication skills, with the ability to engage with senior leadership and private equity stakeholders.Strategic Thinking:
Demonstrated business and financial acumen and strategic thinking, with the ability to align compensation strategies with private equity goals.Technical Skills:
Proficiency in Microsoft Excel, Word, and PowerPoint.Travel:
Willingness to travel as necessary.
Experience Desired:Systems Knowledge:
Experience with compensation management systems such as UKG, Certent, ADP, Oracle, Employment Hero, NetSuite.Industry Experience:
Experience in the security integration industry or similar sectors relevant to the company's focus.
This role demands a seasoned compensation leader with extensive experience in private equity settings, particularly in managing and administering executive compensation, equity programs, and global job architecture.
Please note that this job posting includes salary information for the assigned target market range within the primary geographic region the requisition is posted. If the position is posted in multiple locations or is a remote position, the salary range may vary. Individual pay rates will, of course, vary depending on the job, department, and location, as well as the individual skills, experience, certifications, specific licenses, and education of the applicant.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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