Global Compensation Manager

Sazerac Company

About The Position

The Global Compensation Manager is responsible for developing, managing and monitoring competitive and breakthrough compensation programs that drive business outcomes, and are cost effective and legally compliant. This is a thought leadership role that is able to lead efficient processes that bring practical solutions to recruiting, retaining and developing the best talent in the industry. This role is increasingly focused in the nuances and requirements of the global talent marketplace.

Requirements

Bachelor's Degree
Demonstrate the ability to work as a team as well as self-directed
Ability to quickly learn new systems/processes
Demonstrated knowledge of all relevant government regulations
Strong presentation skills
Strong computer skills and high comfort using technology and systems
7 years relevant experience (minimum)
5 years Experience measuring/analyzing compensation related metrics

Nice To Haves

Master's degree in related field
Professional certification related to compensation such as CCP
3 years Experience in Global HR

Responsibilities

Design and administer all companywide compensation programs. Act as an advisor for global, local and functional compensation initiatives. Advocate and educate on Sazerac compensation programs.
Design and administer compensation programs that reinforce the company culture and values. Advocate and educate on Sazerac compensation programs and their relationship to culture.
Design and administer compensation programs that drive and reinforce profitable business growth.
Ensures competitive, and affordable, compensation structure to allow us to win in the human capital marketplace. Advises on offers and promotions for key positions. Contributes to the knowledge and capability building of the human resources and total rewards teams. Ensures that the programs are consistently administered in compliance with internal polices and government regulations.
Master process owner for compensation, expatriate administration and related processes and systems. Ensures adherence to compensation philosophy across the company.
Defines and manages the process for establishing PDs & PTs. Advises HRMs and business leaders on content and process for establishing PDs & PTs.
Develop a prioritized PDS plan with clear tangible signs and measurement tools in place to assess personal progress and that of direct reports. Make regular skill development updates in the system to document learning and development. Provide regular feedback for direct reports in the system.
Engage in career development discussions with manager and direct reports to communicate career aspirations and identify skill development needs to achieve career goals. Do the same with direct reports.
Develop and monitor measures of success for the compensation department. Use compensation data to evaluate leading and lagging measures for other departments.
Ensures that compensation approach is both business centric, market competitive, but also in compliance with US and Global regulations as appropriate. Stays abreast of new rules, regulations and guidelines. Ensures that best in class thinking, related to new opportunities, is being incorporated into Sazerac's approach to breakthrough and competitive compensation and total rewards.