Director, Total Rewards

L3HHCM20•City of Rochester, NY

5d•$131,500 - $244,500•Hybrid

About The Position

The Director, Total Rewards will report directly to the Senior Director, Human Resources, Center of Excellence (COE) and will be responsible for leading the Total Rewards function within the Communications & Spectrum Dominance (CSD) segment and works with senior leadership to ensure that the Total Rewards strategy and programs align with the business objectives and meets all compliance requirements. This role will also assume the segment’s Benefits and Global Mobility liaison responsibilities and escalations.

Requirements

Bachelor's Degree with 15 years prior experience, Graduate Degree with 13 years prior experience. In lieu of a degree, minimum of 19 years of prior related experience.
Proficiency in MS Excel is required.

Nice To Haves

Broad foundation in advanced HR disciplines and in-depth knowledge of HR programs is a plus.
Strong aptitude in mathematics, statistics, modeling, spreadsheets, and PowerBI
Technically savvy and highly computer literate with strong analytical skills and the ability to interpret, communicate, and present complex data.
Agile, effectively prioritize work, work efficiently under pressure, successfully handle sensitive situations with a high level of professionalism, and manage multiple duties simultaneously.
Proactive, credible, and resourceful individual who takes initiative with little direction and successfully contributes to a team environment.
Attention to detail, collaborative work style, excellent time-management skills, and the ability to plan and set priorities

Responsibilities

Manage implementation of the Company’s compensation programs - including base pay, incentive pay, and equity programs.
Manage team members and provide leadership, support, and mentorship.
Participate as a team member of the CSD COE management team, to develop and implement strategic and operational goals.
Manage, administer, audit, and report on the annual Executive and Non-Executive salary review and merit award process by working with all levels of management and internal stakeholders. Ensure the program meets all measurements of pay equity, fairness, and equitable process and meets all deadlines. Manage the programs to stay within approved budget limits.
Make recommendations based on market data, internal comparative data, and well-thought-out analysis, to advise staff and management on pay decisions, job evaluations, and company policies and associated guidelines. Review proposed salary actions to assure conformity with established policies, guidelines, and pay equity laws.
Compile and analyze comprehensive compensation data to identify trends, monitor internal equity, and maintain proper salary structures, including the gathering of job-level benchmarking data.
Ensure hiring, promotion, and compensation practices position the company to competitively recruit and retain essential talent, including effective strategies for filling in-demand positions.
Develop, enhance, analyze, and maintain salary administration databases and tools, salary spreadsheets, statistical graphs, and other compensation-analysis tools.
Manage the design, calculation, communication, and harmonization of annual and quarterly sales incentive payments and forecasts as well as other non-executive incentive programs.
Lead international harmonization and compliance projects, collaborating across HR, Finance, Payroll, Legal functions as well as local leadership.
Review and prepare data and materials for executive compensation reviews on behalf of the segment.
Prepare and / or oversee the preparation of job descriptions and perform job analyses to establish appropriate internal leveling at the job and individual level. Approve all changes to job descriptions and the critical leveling process to ensure equity in pay across the company
Conduct audits and analyses as needed to assure compliance with government regulations.
Respond to external audit inquiries on an annual and ad hoc basis.
Employ strong analytical and quantitative-method skills to perform complex work (benchmarking analysis, HRIS data/report evaluation, audits, data interpretation, etc.).
Responsible for driving benefits changes, communications, and annual enrollment process. Also, act as liaison between Corporate Benefits and Segment Benefits for employee escalations and represent the segment on the HR Benefits Council.
Manage and oversee the employee recognition program, annual budget allocation strategy, and represent the segment on the Employee Recognition Council