Executive Director, Total Rewards

1 week ago

Arlington, United States POLITICO LLC Full time

POLITICO’s mission from the very beginning was to win the audience. We dedicate ourselves to providing accurate, non-partisan, impactful information to the right people at the right time so that they can act with confidence and speed.

POLITICO is seeking an Executive Director of Total Rewards to lead the development, innovation, and administration of total rewards and HRIS that’s aligned with Politico’s culture, growth, and priorities. This includes strategy, design and administration of a total rewards and HRIS philosophy to serve as a key pillar for employee engagement, retention, performance and competitive advantage. This critical role will report directly to the Chief Talent Officer and work closely with Finance and other senior leaders within the organization.

**What You'll Need**:

- 10+ years of Total Rewards experience including at least 3 years of managing executive compensation program
- Experience in managing international compensation and benefits program, preferably within the European Union
- Expert knowledge in state and federal laws and regulations, including FLSA, Section 125, HIPAA, ERISA, COBRA, PPACA, etc.
- Experience with Total Rewards market analysis plans and how to develop strategies that align with organizational goals for compensation, health & welfare benefits and retirement programs
- Experience with managing HRIS
- Experience with union employees
- Experience with global mobility initiatives
- Excellent written and communication skills with employees of all levels

**What You'll Do**:

- Develop the strategy of the overall compensation philosophy and structure in partnership with the Chief Talent Officer, finance, and members of the Talent team
- Manage and administer Politico’s compensation, equity, health and wellness, and retirement programs in partnership with members of the HR team
- Develop modeling methodology for total rewards programs and ensure alignment with Politico’s culture, goals, performance, and compensation philosophies
- Identify trends and recommend opportunities for improvements to senior leadership by analyzing current market, claims data and benchmark survey results
- Create effective communication strategy that drives awareness and clarity of Politico’s Total Rewards program
- Partner with stakeholders to design, and launch innovate solutions that’s based on data-driven assessment for benefits, compensation and wellness programs
- Develop KPIs, analytics, and dashboards and provide oversight to senior leaders
- Oversee the overall strategic direction of Politico’s HR/Talent systems
- Oversee Politico’s health & welfare, HRIS and compensation management vendors

**We are driven by our values. **We are relentless contributors, disruptors of the status quo, collaborators, talent cultivators and DEI stewards. Our culture is defined by grit, total integrity and a prioritization on innovation.

**We value our people.** We offer a competitive compensation and comprehensive benefits package, including health and wellness benefits, commuter and cell phone reimbursements, retirement plans, as well as work-life balance flexibility and opportunities for career development. Click here for more on what we offer and what it’s like to work for POLITICO.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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