Director, Compensation - 52586

The Director of Compensation will partner and work closely with Operations, Human Resources, and Finance to form a collaborative approach to the design and implementation of market competitive and compliant compensation plans across the organization. The Director will lead the work of a lean team that focuses on the planning, reporting, and communication related to annual incentive plans, step progression recommendations, and collective agreement support. The ideal candidate will be an experienced manager with solid analytical capabilities and a compensation planning background. This includes being very comfortable working with data, providing detailed insights, and recommending actions. Strong communication skills will be critical, as well as a proactive approach to problem solving. Scope is predominately U.S., with some global markets.What You'll Do:

Direct the competitive market analysis for all positions in the organization and provide fact-based recommendations to management.Review and analyze the compensation market data to determine trends, regulations, practices, and develop competitive programs to meet company goals.Create specific action plans for the organization (composed of over 150 facilities) by evaluating existing plans and prevalent marketplace approaches, revising existing plans, adopting or modifying prevalent marketplace approaches; and/or designing entirely new plans.Serve as the primary compensation interface with internal partners across management levels in the organization.Evaluate current incentive programs, identify areas for improvement, and modify and design future programs as needed.Serve as the primary lead with external compensation tools (including ownership of survey participation), consultants, and stay abreast of industry trends applicable to our diverse workforce.Develop written compensation plans, guidelines, and procedures. Serve as the project owner of the company's annual and merit review process.Partner with the greater HR team such as Talent Acquisition, HRIS, and Benefits regarding system enhancements, rewards statements, compensation programs, market analysis, projects, etc.Lead projects, initiatives, and value-added programs to support HR and company goals.Other duties and functions may be assigned as business conditions change.What Experience and Education You Need:

Bachelor's degree required, preferably in Business, Human Resource, or Finance.8-10 years relative experience in related areas including a minimum of 5 years in a Compensation/Total Rewards role.Strong analytical skills with the ability to interpret data and make sound recommendations.Interpersonal skills and global perspective.Experience with a diverse range of compensation plans from executive, professional, sales, hourly/productivity based, union, step progression, etc.Must have a proven track record of accomplishment and experience of working effectively with all levels in the organization from the front line associates to Executives.CCP or SPHR certifications a plus, but not required.What Could Set You Apart:

Self-starter with the ability to get work accomplished with a lean team.Utilizes a business-minded approach blended with legal compliance knowledge.Must possess excellent analytical, interpersonal, leadership, and communication skills.Ability to develop and present cohesive strategy presentations to senior management.Ability to work cross-functionally and prioritize among competing demands.Excellent organizational skills and interpersonal skills, including the ability to resolve disputes and observe confidentiality.Results driven, with a desire to work in a fast-paced environment.Leadership style that reflects strong ownership while working as a team player in the Human Resource department.Progressive, flexible, and team-oriented approach desired.Computer and software savvy; strong command of MS Office, including Excel and Word and PowerPoint. Advanced Excel skills (pivot tables, query writing) a plus.HRIS/HRMS experience strongly preferred (PeopleSoft, SuccessFactors, a plus).Some travel may be required.Physical Requirements:

The physical demands described below are representative of those that must be met to successfully perform the essential functions of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.Requires the ability to sit for long periods of time, with frequent interruptions.Requires several hours per day of sitting, getting up and down from chairs, and reaching, or bending.Requires manual dexterity with normal hand and finger movements for typical office work.Talking, hearing, and seeing are important elements of completing assigned tasks.Requires occasional travel by automobile and airplane up to 5% of the time.Requires visiting facility operations in temperatures at or below freezing.Frequently carries loads related to travel and occasionally lifts, carries, positions, or moves objects weighing up to 20 pounds.Requires the use of various electronic tools.Occasionally works evenings or weekends in order to complete objectives or to attend meetings.Requires the ability to relate to others beyond giving and receiving instructions: must partner with colleagues without exhibiting behavioral extremes.Requires the performance of work activities including reasoning, negotiating, instructing, persuading, or speaking with others; and respond appropriately to constructive feedback from executive management.Equal Opportunity Employer - minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity.

#J-18808-Ljbffr