Senior Director, Global Compensation (Hybrid - Acton, MA)

Insulet Corporation•Acton, MA

6h•Hybrid

About The Position

The Total Rewards COE is seeking a leader with extensive knowledge and experience in leading global compensation strategy and design in alignment with business objectives. Reporting to the VP, Total Rewards, the Senior Director, Global Compensation is a critical member of the Total Rewards Leadership team and is accountable for overseeing, designing, and developing how we manage and deliver compensation and recognition programs for our organization. These programs include the Compensation Planning Cycle (Base, Bonus and LTI Awards), Job Evaluation, Pay-for-Performance, Market Pay Practices, Global Pay Transparency, Sales Compensation and Recognition Awards. Responsibilities include driving global strategic management and delivery of global compensation and recognition programs across Insulet’s businesses in the Americas, EMEA and APAC. This role is accountable to lead and drive how we deliver our programs in an operationally effective, legally compliant, competitive, and innovative way. The Senior Director, Global Compensation ensures that all processes across program and vendor management, financial management, compliance and governance, operational delivery and employee experience are best in class, aligned with Insulet’s values and objectives, and are designed to attract, motivate and retain the talent needed to drive our business forward.

Requirements

Must be a highly experienced leader with a track record of success in managing global compensation.
Strong expertise in regulations and local cultural considerations and practice that apply to broad-based compensation plans around the globe.
Strong program and vendor performance management, cost benefit analysis and budget management experience.
Demonstrated business, financial, and HR acumen with excellent project management capability, deep analytical ability, and creative problem-solving skills.
Proven track record of translating vision into executable strategy and successfully navigating ambiguity and risk benefit analysis.
Ability to use data insights and metrics to create rationale for recommendations.
Ability to influence strategy and manage change within a dynamic, fast-paced environment.
Strong analytical skills, matched with strong communication skills required to translate technical concepts into clear direction and guidance.
Track record in managing and developing an empowered and successful team, through coaching and mentoring.
Highly competent in benchmarking and measurement with desire to drive continuous improvement in performance measures and outcomes for the business.
Advanced proficiency in Microsoft Excel and other Office products and HR applications (Workday and PayScale experience preferred)
Bachelor's degree or relevant professional certification (e.g. CCP, PHR, SPHR) preferred
15+ years of experience in Human Resources with at least 10+ plus years of progressive global compensation management with experience working with executive leadership on strategies and investments that will meet function and business objectives.

Nice To Haves

Ideally will have experience in a hyper-growth global technology or MedTech company.

Responsibilities

Owns, designs and drives all global compensation planning cycles end-to-end, from timeline development, benchmarking, technology enablement, stakeholder and change management, communications strategy, to eventual delivery.
Direct annual global market surveys and oversee published compensation surveys, market trends and competitive pay positions to ensure salary plans meet overall goals and objectives.
Ownership for Pay Transparency initiatives across the globe, partnering with internal stakeholders to deliver regulatory reporting where required.
Partner with Talent Management, HRBPs, and business leaders to integrate performance management and promotion processes with compensation to foster a high-performance culture where talent can thrive.
Lead benchmarking, compensation structure, and job structure/leveling activities, ensuring we have the data and processes in place to stay competitive with the market in all our global locations.
Support the development of a job architecture and drive the change management and communication with HRBPs, managers and employees.
Oversee the development and management of sales compensation governance and design across the globe.
Responsible for ensuring compensation plans comply with local and national regulations and legal requirements.
Manage the Recognition Program to ensure it is used appropriately by managers.
Work with the Talent and HR Technology team to redesign a Global Recognition Program to support the future attraction, motivation and retention of employees.
Partner with HR, Business Leaders, and Executives to understand their strategic priorities and business objectives; leverage this insight to develop and transform compensation programs to support our overall business objectives
Collaborate with HR Technology team on technology strategy, improvements, and enhancements to data integrity and Total Reward systems and tools.
Partner closely with the Finance team on the financial management of all compensation activity.
Review current compensation processes and procedures to find opportunities for process improvements and recommend solutions for implementation to drive efficiency as well as enhance employees’ total rewards experience.
Identify automation enhancements to systems (including Workday), programs and tools to ensure data integrity and to further develop scalability.
Develop and conduct training and education on compensation programs for the broader Total Rewards and HR teams.
Ensure appropriate Policies, Guidelines, Processes and RACIs are in place across all broad-based programs / countries. This role will also include responsibility for implementing and maintaining Employment and Severance Contracts for each country, ensuring they are both compliant with local legislation and appropriately benchmarked versus competitors.
Monitor legal and regulatory environment impacting compensation and ensure compliance with changing compensation and pay transparency landscape.
Coach, mentor, motivate, develop, and lead a team of compensation professionals to ensure operational and project objectives are achieved.
Manage vendor relationships globally.
Build and manage governance for vendors and monitor metrics on performance and effectiveness.
Support other projects / initiatives as needed