Confidential
Director of Total Rewards + People Experience
San Francisco, CA $180,000.00-$220,000.00 2 weeks ago
Responsibilities
Ensure total rewards strategy and overall program design aligns with strategic business objectives and is effective in attracting, rewarding, and retaining key talent in a manner that is fully compliant with local legal and regulatory requirements.
Develop and align total rewards offerings and initiatives with business strategy, diagnosing business challenges, exploring alternative solutions and recommending best-fit solutions; identify opportunities for increased efficiency and effectiveness.
Continually develop staff to drive departmental initiatives. Hire, train, evaluate and develop direct reports and ensure reports have commensurate skills and necessary resources.
Develop and implement a strategic approach to the delivery of HR support services to the HR organization and to the business, ensuring alignment with strategy and continually driving improved performance.
Ensure all total rewards programs are competitive, sustainable, scalable, and integrated with business systems and have a positive impact on performance.
Manage outsourced providers of HR support and payroll services and in‑house provision worldwide to strict KPI performance, negotiating best value and driving improved performance.
Maintain a view of the external market for payroll and HR support services and ensure the company continually receives the best price/value mix.
Ensure HR technology platforms enable and support the business strategy and needs of the organization.
Facilitate discussions, recommend solutions, and manage decision items for executive management and the Compensation Committee.
Serve as a consultative and technical resource to the CEO, CHRO, CFO and members of the Executive Leadership Team for all matters relating to executive compensation and annual executive compensation reviews.
Partner with Board Secretary, Legal and Finance to manage and administer equity plans, stock administration and broker/bank relationships and platforms.
Work with functional peers to prepare compensation information for Proxy.
Manage HR technology systems to ensure proper database management, configuration and data integrity.
Analyze market competitiveness and cost‑effectiveness of benefit plans to ensure they optimize the company’s ability to attract and retain top talent.
Implement new and modify existing programs for compliance, cost effectiveness and maximizing positive benefits and wellness outcomes for employees.
Manage relationships with key health and welfare plan vendors ensuring cost effective and high‑performance results in alignment with company strategy.
Monitor electronic workflow, identify areas of opportunity for process improvement, and leverage information systems to streamline procedures.
Leverage data and trends to engage the member population and support their needs while actively managing the costs of benefits.
Operate as an internal consultant to line executives and HR professionals, serving as the subject matter expert. Partner with senior leadership to leverage benefits programs to meet organizational objectives.
Ideal Experience Well‑rounded compensation and benefits experience. Exposure to the various aspects of global broad‑based compensation, sales compensation, and executive compensation experience. At least 10 years of experience in roles of increasing responsibility.
HR Technology and Operations Experience Experience working with enterprise‑wide HRIS/HR technology systems is strongly preferred. Demonstrated ability to understand HR analytics and metrics and translate data and information for key stakeholders.
Compensation Committee Experience Experience presenting to the compensation committee of a publicly traded company is strongly preferred. Experience preparing materials for the compensation committee of a publicly traded company and interfacing with senior leaders is required.
Scale/Global Experience Minimum of 10 years of experience in large‑scale, complex global organizations. Thorough understanding of regional and local dynamics regarding rewards.
Critical Leadership Capabilities
Spend time and probe to develop a clear perception of employees’ behaviors and how they impact performance.
Give critical feedback in behavioral terms and discuss suggestions for improvement.
Use existing institutional programs to support employees’ career growth in individual ways.
Use a regular assessment and feedback process to focus the development effort.
Business mindset.
Contribute to business mindset, needs, and thinking of own function or other functions.
Educate other functionally focused employees on business concerns.
Respond to business leaders when asked and add value in business terms.
Other Personal Characteristics
A high energy level balanced with maturity.
Discretion and discernment.
Unquestionable integrity, ethical standards, and values.
Intellectually curious.
The courage to constructively express contrary views while respecting the views of others.
A hands‑on executive who is willing to travel when needed and is recognized for his/her visibility and interaction at both corporate and field levels.
Seniority level Director
Employment type Full‑time
Job function Human Resources
Industries Semiconductor Manufacturing
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Responsibilities
Ensure total rewards strategy and overall program design aligns with strategic business objectives and is effective in attracting, rewarding, and retaining key talent in a manner that is fully compliant with local legal and regulatory requirements.
Develop and align total rewards offerings and initiatives with business strategy, diagnosing business challenges, exploring alternative solutions and recommending best-fit solutions; identify opportunities for increased efficiency and effectiveness.
Continually develop staff to drive departmental initiatives. Hire, train, evaluate and develop direct reports and ensure reports have commensurate skills and necessary resources.
Develop and implement a strategic approach to the delivery of HR support services to the HR organization and to the business, ensuring alignment with strategy and continually driving improved performance.
Ensure all total rewards programs are competitive, sustainable, scalable, and integrated with business systems and have a positive impact on performance.
Manage outsourced providers of HR support and payroll services and in‑house provision worldwide to strict KPI performance, negotiating best value and driving improved performance.
Maintain a view of the external market for payroll and HR support services and ensure the company continually receives the best price/value mix.
Ensure HR technology platforms enable and support the business strategy and needs of the organization.
Facilitate discussions, recommend solutions, and manage decision items for executive management and the Compensation Committee.
Serve as a consultative and technical resource to the CEO, CHRO, CFO and members of the Executive Leadership Team for all matters relating to executive compensation and annual executive compensation reviews.
Partner with Board Secretary, Legal and Finance to manage and administer equity plans, stock administration and broker/bank relationships and platforms.
Work with functional peers to prepare compensation information for Proxy.
Manage HR technology systems to ensure proper database management, configuration and data integrity.
Analyze market competitiveness and cost‑effectiveness of benefit plans to ensure they optimize the company’s ability to attract and retain top talent.
Implement new and modify existing programs for compliance, cost effectiveness and maximizing positive benefits and wellness outcomes for employees.
Manage relationships with key health and welfare plan vendors ensuring cost effective and high‑performance results in alignment with company strategy.
Monitor electronic workflow, identify areas of opportunity for process improvement, and leverage information systems to streamline procedures.
Leverage data and trends to engage the member population and support their needs while actively managing the costs of benefits.
Operate as an internal consultant to line executives and HR professionals, serving as the subject matter expert. Partner with senior leadership to leverage benefits programs to meet organizational objectives.
Ideal Experience Well‑rounded compensation and benefits experience. Exposure to the various aspects of global broad‑based compensation, sales compensation, and executive compensation experience. At least 10 years of experience in roles of increasing responsibility.
HR Technology and Operations Experience Experience working with enterprise‑wide HRIS/HR technology systems is strongly preferred. Demonstrated ability to understand HR analytics and metrics and translate data and information for key stakeholders.
Compensation Committee Experience Experience presenting to the compensation committee of a publicly traded company is strongly preferred. Experience preparing materials for the compensation committee of a publicly traded company and interfacing with senior leaders is required.
Scale/Global Experience Minimum of 10 years of experience in large‑scale, complex global organizations. Thorough understanding of regional and local dynamics regarding rewards.
Critical Leadership Capabilities
Spend time and probe to develop a clear perception of employees’ behaviors and how they impact performance.
Give critical feedback in behavioral terms and discuss suggestions for improvement.
Use existing institutional programs to support employees’ career growth in individual ways.
Use a regular assessment and feedback process to focus the development effort.
Business mindset.
Contribute to business mindset, needs, and thinking of own function or other functions.
Educate other functionally focused employees on business concerns.
Respond to business leaders when asked and add value in business terms.
Other Personal Characteristics
A high energy level balanced with maturity.
Discretion and discernment.
Unquestionable integrity, ethical standards, and values.
Intellectually curious.
The courage to constructively express contrary views while respecting the views of others.
A hands‑on executive who is willing to travel when needed and is recognized for his/her visibility and interaction at both corporate and field levels.
Seniority level Director
Employment type Full‑time
Job function Human Resources
Industries Semiconductor Manufacturing
#J-18808-Ljbffr