Sr. Director - Compensation

RR Donnelley•Warrenville, IL

2d•$156,700 - $250,700•Remote

About The Position

The ideal candidate will develop, direct and continually evaluate compensation strategies, programs and policies to ensure alignment with business objectives and help attract, retain and motivate employees, while remaining market competitive and in compliance with relevant regulations.

Requirements

A Bachelor's Degree in Human Resources, Business Administration, or related field is required
10 or more years of relevant Compensation work experience and/or relevant Human Resources experience
5 or more years of experience in a supervisory or management level position
Knowledge of Legal, Financial, Accounting, Tax and Regulatory effects on compensation, benefits and global mobility matters
Establishes departmental policies, practices, and procedures that have a significant impact on the organization
Ability to meet time-sensitive deadlines and maintain strict confidentiality of information at all times
Ability to foster collaboration and teamwork
Excellent oral and written communication skills, must be able to communicate with Board of Directors, Executive Leaders, and the employee population
Strong analytical thinking and mathematical skills
Intermediate to advanced Excel knowledge and skills

Nice To Haves

Certified Compensation Professional (CCP) designation and/or Society for Human Resource Management (SHRM) certification preferred

Responsibilities

Strategy Development: Collaborate with senior executives and HR leadership to manage the compensation philosophy and related strategies that support the organization's overall compensation goals and objectives. This includes determining the company’s position in the market as well as defining salary range and incentive structures.
Compensation Planning and Design: Oversee base and variable pay plans and programs, including the annual merit planning cycle. Conduct research, analysis and monitor trends to determine recommendations for improvement.
Program Management: Manage the long-term incentive program including modeling, grant and vesting events, and communications. Provide oversight and support to the Compensation Manager on annual incentive plan administration and legacy deferred compensation programs. Manage the organization’s global mobility and relocation programs.
Job Analysis and Evaluation: Oversee the job evaluation process to ensure positions are appropriately classified and compensated. Participate in market surveys, analyze data, and support the management of salary structures.
Consulting: Provide counsel and serve as a collaborative resource partner to management and Human Resources, and Talent Acquisition on broad-based and executive compensation related decisions, programs and practices.
Performance Management: Align compensation with performance management systems. Establish metrics and criteria for performance-based pay, ensuring reward systems are fair, transparent, and effectively tied to business results.
Compliance and Governance: Monitor relevant laws, regulations, and trends related to compensation practices, such as minimum wage laws, pay equity, and pay transparency. Ensure programs adhere to legal requirements and are considered best or leading market practices.
Communication and Education: Communicate compensation policies, programs, and changes to employees that enhance employee understanding and value through developing materials, conducting training sessions and addressing compensation-related concerns.
Data Analysis and Reporting: Analyze compensation data, metrics, and trends to assess the effectiveness of existing programs and identify areas for improvement. Generate reports for management and executives, providing insights and recommendations.
Budget: Manage the compensation department budget and ensure compensation programs are fiscally responsible and align with budgetary expectations.
Executive and Director Pay: Manage executive perquisites including supplemental insurance, financial planning, severance and other programs. Manage retainer and other pay due to the Board of Directors. Prepare and/or review meeting materials and compensation analytics for the Human Resources Committee.
People Management: Lead team responsible for the planning and execution of all compensation related programs and activities, including personnel actions such as hiring, terminations, setting goals and direction, performance management, pay decisions, and professional development.
Drive and/or support other compensation projects as assigned.