Global Head of Rewards

4 weeks ago

Boston, United States Boston Consulting Group Full time
WHAT YOU'LL DO

Total rewards is BCG’s largest expense with billions of dollars in spend and is a critical, evergreen strategic capability for the firm. As a people-based business, we aspire to optimize our spending across the various rewards categories to improve the overall ROI of both our investment and overall employee EVP.

This leader is responsible for driving the strategy and execution of all elements of our compensation programs. These efforts include conducting regular compensation and benefits reviews throughout the year and across the globe, delivering bonus budgets and supporting the execution of bonus and Firm Performance Bonus payments across the firm, and managing tenure, mid-year and end of year salary increases for our CT, BST, KT, SBU and other talent groups. The role is also responsible for supporting our myriad benefits programs globally including complex benefits reviews and renewals. The role will drive our strategy for ongoing systems support, updating, testing within Workday and our bonus tool Compro. In addition to these compensation and benefits responsibilities, the leader is also responsible for defining and maintaining our overall talent architecture logic and compensation approach and drives our internal equity and calibration with role leveling reviews.

The leader of the Rewards function will engage in evolving our operating model. We are building a best-in-class rewards function with deep functional expertise, improved coordination of fragmented resources in regions and systems, and consolidating transactional activities to lower cost shared service locations. In addition, the function is building a robust, multi-year systems strategy that will require continued leadership to see through to completion and achievement of desired outcomes.

BASIC JOB RESPONSIBILITIES:

  1. Compensation philosophy, strategy, business partnering, governance and execution

  • Owner of proactive, forward-looking base & total comp (TLSS) assessments, benchmarks and approvals​
  • IPB and FPB philosophy and design, provides calculations working closely with global finance, and delivery across all cohorts including CT, BST, KT, SBUs, etc. ​
  • Delivery of our compensation elements including funding for IPB and FPB to more than 30,000 non-MDP employees

  1. Benefits and retirement philosophy, strategy and implementation

  • Benefits strategy including refresh of minimum duty of care standards, differentiated benefits priorities and global coordination, cost management, broker strategy, employee impact​
  • PSRF/financial wellness strategy, evolution, risk management, governance best practice implementation, philosophy refresh, fiduciary responsibility​

  1. ​Support of Managing Director led business and Strategic Business Unit HR

  • Leadership of highly complex MD performance and compensation management in concert with BCG X, TDA and SBU leadership; Consolidating HR support for SB/SBUs  (Note:  this portion of the role might later move to a different reporting line)

  1. Infrastructure, operations and compliance

  • Compensation and rewards systems & infrastructure, strategy, evolution & maintenance including developing and driving north star (SSOT, impact on payroll integration, benefits, efficiency, self-serve and automation)​
  • Compliance with compensation related legislation and strategies for achieving e.g., pay equity​
  • Cross functional topic alignment with employment laws, compliance and other HR related topics

  1. Structuring and coordination of talent archetypes and logic across the business

  • Talent archetype definitions and management aligned with talent model and financial/target op model metrics and comp approaches, including levels and titles

  1. Team leadership and development

  • Team management and upskilling; teaming and operating model with local, regional and global rewards communities

YOU'RE GOOD AT

OVERARCHING GOALS OF ROLE

  • Proactively balance employee EVP and firm financial objectives, taking a strategic view of our value proposition​

  • Enable and provide decision support to systems to optimize profit, meet long term EVP goals and manage risk. Partner with and advise the business on talent and financial trade-offs across all cohorts and all levels. Manage governance across disparate complex stakeholder groups​

  • Ensure linkages across the full breadth of BCG, ensuring a cogent strategy (eg benefits changes within a geo impacting multiple business units, relative compensation moves across core and X, parity across local and global roles for bSt and more​

  • Oversee high quality execution of our rewards approach within highly complex systems and context e.g., acquisitions, hyper-inflation, devaluation, competitive market dynamics and delivery to more than 30,000 employees​

  • Drive high-impact change-the-business agenda, ensuring forward, outward looking approach including market sensing capabilities and maintaining technical acumen​

  • Manage risk, ensure compliance, develop and communicate guardrails and governance requirements

  • Build a positive people culture in rewards team and build with local, regional and global rewards communities​

  • Participate in various senior leadership committees including the Operations Leadership Team (OLT), BST-PMT, CPMT, SDDC, and present regularly at Executive Committee on comp and benefits related topics

KEY COMPETENCIES

  • Sits at the intersection of our talent strategy and financial objectives – requires the ability to understand both requirements and help BCG thread the needle​

  • Requires the stature and credibility to go "toe to toe" with our most senior business leaders bringing the appropriate mix of collaboration and governance; is accountable to EC and OC​

  • Must be willing to challenge the status quo ensuring our total rewards are fit for purpose, evolve with market and EVP changes, and are enabled by the appropriate technology​

  • Increasingly coordinate/manage moves with impact across multiple parts of the firm (eg core and X salaries, local and global BST, etc)​

  • Continually increasing in complexity as business has evolved and expanded​


YOU BRING (EXPERIENCE & QUALIFICATIONS)

  • Bachelor's Degree or equivalent in business, Human Resources or related field or experience in the consulting industry and advanced degree (MBA or other Masters) preferred.

  • Minimum of 15 years’ experience in Human Resources or consulting industry

  • Experience in the talent management lifecycle in professional services firm and/or organizations with strong cultural support for progressive human resource practices.

  • Open to both Business Services Team and Consulting Team members

  • Predictable, international travel will be required.


YOU'LL WORK WITH
BCG’s HR team works to attract, develop, excite, deploy, and retain the best people in the market. Those in human resources jobs manage the life cycle of all BCG employees—from hiring top talent and developing their skills to rewarding their contributions and supporting career progression and mobility.

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