Director of Global Total Rewards

4 weeks ago

Chicago, United States Advanced Group Full time

Overview

The Director of Global Total Rewards will be a key member of the People & Culture team, providing thought leadership to develop and execute a global rewards philosophy and strategy that optimizes our ability to attract, engage, and retain top talent at every level. Reporting directly to the Chief People Officer, the Director of Global Total Rewards serves as an integral member of the People Leadership Team to advise on programs impacting the organization.

This role will lead a team across compensation, benefits, HR systems and analytics focused on program development, customer service, process improvement and support for employees and key stakeholders. This position will lead the design, development, administration, and continuous improvement of programs and services offered by the Total Rewards functions, creating the Center of Excellence (COE) supported by programs, policies and initiatives that will move the business forward.


Responsibilities

Benefits Strategy

  • Lead the overall global benefits strategy, incorporating a data-driven approach to recommendations and implementation of changes and improvements to our programs to maintain competitive advantage and meet needs of our employees and consultants.
  • Build on existing global benefits philosophy that is balanced and equalized across a benefit portfolio, with firm understanding of variances between countries with mandated benefits.
  • Evolve the benefits portfolio to maximize utility for all levels globally. Evaluate opportunities for market competitiveness of retirement, education, health & welfare, and related benefit programs and perks.
  • Manage global vendor relationships for compensation, benefit, wellness and employee health programs, which includes RFP efforts, effective benefits and leave administration and retirement plans.
  • Lead the team through regular benchmarking cycles to analyze and assess market data, industry trends, and best practices to create market competitive reward packages and to identify potential opportunities and gaps.
  • Drive company-wide understanding of Advanced Group’s total rewards programs through communication and education, allowing for informed decisions on benefits selection.
  • Develop reporting metrics and benchmarking regarding current plan performance and costs, including risks and opportunities.
  • Collaborate with People Business Partners and management to understand and address the unique needs of their various client groups.

Compensation and Incentives

  • Evolve and administer the company’s base pay, short- and long-term incentive programs, executive pay, sales compensation, and other programs. Drive for continuous improvement in these programs through modeling and recommendations to Leadership, as well as a successful partnership with our payroll team and third-party equity vendor for seamless administration.
  • Build on existing company-wide compensation philosophy and guiding principles to create, improve and maintain integrity of compensation structures and decisions that drive pay equity.
  • Manage the global compensation function including annual compensation review cycle, market data survey participation, and job and diversity/equity evaluation.
  • Oversee the annual merit planning process and communications, and ensure our technology is optimized to support an easy and smooth process for the business and enabling effective communications.
  • Ensure compensation plans comply with country, state, and local laws and regulations and position.


HRIS & Payroll

  • Oversee the day-to-day responsibilities of the HRIS & Payroll team, including payroll execution and HRIS analysis and administration.
  • Lead the People Team’s technology strategies, objectives and roadmap, which support the People Team’s and business goals. Plan, select, implement, and maintain our HRIS technology and processes.
  • Ensure that the Payroll functions operate in compliance with all national, state, and local laws, policies, and best practices.
  • Develop and implement suitable controls to ensure consistent accuracy in all data, reports, and analytics prepared or delivered by the Total Rewards team and drive a culture of accountability and ownership for accuracy and attention to detail.
  • Evaluate complex data/information to make recommendations that will assist the business in attracting, retaining, motivating and rewarding top performers.


Qualifications

  • Bachelor’s degree in HR or related field preferred, or equivalent experience in HR, compensation, benefits, or total rewards.
  • 6+ years of global compensation and benefits experience, with a minimum of 4 years of management experience.
  • Experience designing and administering an integrated approach to compensation, benefits, rewards, and long-term incentive programs and ensuring alignment with business strategy.
  • Demonstrated ability to balance strategic thinking with detailed focus on execution.
  • Exceptional technology skills (UKG Pro experience a plus) and capable of complex analysis to derive insights based on program metrics that can be tracked, interpreted, presented, and tailored for multiple audiences.
  • Superior ability to communicate, influence, persuade, build trust, and gain the confidence of and advise all levels of the organization.
  • Leads with a coaching mindset and ability to build a high-performing total rewards team.
  • Flexible and adaptive; embraces the challenges of change.


Role Competencies

  • Functional Expertise: Mastery of the skills and knowledge relevant to the function. Significant success in performing the most demanding assignments under no supervision.
  • Communication: Communicates strategically to achieve specific objectives, using optimal messaging and timing of communication. Encourages ongoing communication to resolve issues and to align efforts to team goals.
  • Influence: Successfully persuades and influences partners and other stakeholders to gain commitment to decisions and direction in the best interest of the department.
  • Managing Programs and Projects: Translates strategic goals into clear departmental programs and projects. Develops short- and long-term plans that anticipate future trends and identifies shortfalls. Makes use of cross departmental relationships to generate plans.
  • Problem Solving: Introduces changes in direction, policy, or procedure. Brainstorms and resolves issues in organizational process efficiency. Uses facilitation tools and techniques to stimulate creative thinking and discussion at all levels.
  • Process Excellence: Leads and oversees continuous quality improvement efforts across departments through the promotion of advanced tools, resources, and training.
  • Relationship Management: Uses strategic relationships to develop business opportunity and to influence change. Seeks to facilitate negotiation of mutually beneficial outcomes.

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