Associate Director ( AD ) Compensation

The Associate Director, Compensation US independently provides compensation support for their respective client groups. This role leverages in-depth knowledge of data sources, external market, and their client groups business strategy to design and recommend compensation programs for various functions within the business that are both motivating and fiscally responsible. The incumbent manages various compensation activities that include job analysis & evaluations, salary surveys, job profile administration, annual compensation & bonus planning, salary structures, broad-banding, market benchmarking and market pricing and other compensation projects. The Associate Director, Compensation US is the product owner for at least one compensation program (e.g.: sales compensation, global compensation, non-exempt compensation, general industry and specific market insights, equity compensation, monetary rewards programs, etc.) This role keeps the Executive Director informed of any client group changes, business strategy changes and updates on a regular and timely basis.

As an employee of Boehringer Ingelheim, you will actively contribute to the discovery, development, and delivery of our products to our patients and customers. Our global presence provides opportunity for all employees to collaborate internationally, offering visibility and opportunity to directly contribute to the companies' success. We realize that our strength and competitive advantage lie with our people. We support our employees in several ways to foster a healthy working environment, meaningful work, diversity and inclusion, mobility, networking, and work-life balance. Our competitive compensation and benefit programs reflect Boehringer Ingelheim's high regard for our employees.

Compensation Data

Duties & Responsibilities

• Own the design and compensation program recommendation process client groups that properly motivate, compensate and reward BI’s eligible employees, and are appropriately aligned to business strategy & financial goals. Work directly with HRBPs and business leaders to continuously design and develop new compensation proposals to meet changing business needs
• In collaboration with HR Business Partners and Line managers prepare competitive compensation packages for candidates for compensation cycle and off-cycle salary adjustments, hiring packages, promotions, employee transfers within and outside of country.

• Provide solutions consistent with BI's compensation philosophy, business needs, federal and state regulations and help to establish BI as an employer of choice.

• Ensure compensation is competitive with the market-place, internal equity while recognizing the need for cost stewardship.

• Partner with Executive Director to establish a governance process and ensure program quality & efficacy.

• Manage assessment of programs for client groups and effectiveness at local and global levels to ensure program objectives are met; evaluate and recommend improvements to optimize effectiveness.

• Directly work with HRBPs and Compliance on pay equity analysis for client groups.

• Manage development of consistent, timely, thorough analysis, documentation and communication of program design to HRBPs and leadership, in order to aid program transparency, and minimize corporate legal exposure.

• Partner with compensation & mobility process lead. Manage survey participation and submission in respective business specific surveys.

• Work with client groups and drive job matching process and ensure accurate survey matches for all roles. Manage the process of market benchmarking and market analysis and ensure consistent approach across functions and businesses. Analyze data high level, present findings and potential change recommendations.

• Manage annual Compensation Planning and Bonus Planning process for employees in collaboration with the local and global teams.

• Provide guidance on end-to-end process for all eligible employees according to BI's governance model, timelines, tools etc. to HR Business Partners and Managers.

• Prepare compensation analysis for client groups and drive compensation alignment meetings for leadership review.

• Partner with TA to review / approve offers, evaluations and promotions. Keep ED informed of exception requests or special circumstances.

• Manage compensation projects and topics as assigned in collaboration with external consultants, compensation colleagues, HR Business Partners and other HR CoEs. Projects may include review of compensation programs, system enhancements, job profile documentation, process harmonization, job architecture, pay equity analysis, and alignment with corporate processes.

• SME/product owner for at least 1 cross-business compensation program (i.e.: sales, global , equity, monetary rewards programs, industry/location specific market insights, non-exempt compensation, job architecture process, gig worker compensation, etc.). Regularly shares insights with ED and provides recommendations into local compensation programs.

Requirements

• Bachelor's in Business Administration/Finance required.
• A minimum of eight (8) years progressive compensation or HR COE experience required.
• Compensation certification CCP or PHR/SPHR highly desired.
• Possesses a strong business and / or financial background and strong analytical skills.
• Overall HR experience and comprehensive understanding of compensation practices, programs, and plans.
• Knowledge of federal and state laws and regulations relating to compensation.
• Requires excellent knowledge of job analysis & evaluation methodologies (Hay) and grading programs, Microsoft Excel (also PowerPoint, Word, and Office), SuccessFactors, SAP / HR IS knowledge.
• Ability to communicate (verbal / written) in a direct, concise manner.
• Ability to interact with professionals at all levels, strong influencing ability.
• Demonstrated project management skills.
• Knowledge of Federal and State regulations as they relate to FLSA and DOL.
• Understanding of Pay Equity work, Equity Compensation programs and Variable compensation elements.
• Knowledge of local, global, and corporate frameworks and processes.
• Requires ability to communicate complex concepts to audiences at all levels of the organization.
• Ability to manage compensation projects independently.
• Ability to negotiate creative solutions to sensitive and often controversial compensation situations.
• Ability to maintain an overall sense of perspective and company job evaluation framework in the face of sometimes conflicting agendas.
• Ability to create unique sustainable solutions to complex problems and to make independent decisions.
• Strong process management skills, and attention to detail with all local and global process executions.
Strong understanding of salary structures and broad-banding concepts along with career pathing.

Eligibility Requirements :

• Must be legally authorized to work in the United States without restriction.
• Must be willing to take a drug test and post-offer physical (if required).
• Must be 18 years of age or older.

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