Director, Global & Executive Compensation

Reporting to the VP, Total Rewards & HR Technology, the Director, Global & Executive Compensation will provide overall strategic oversight and guidance for the company’s approach to all compensation programs (Base Pay and Executive) and will develop and implement streamlined compensation processes and practices. The role will require a candidate that has a combination of deep subject matter expertise, relationship-building abilities, and a passion to find ease and simplicity within complexity.

A successful candidate will be able to think strategically and fully understand the ramifications of compensation strategies and how to tailor those strategies to the specific needs of the business. The candidate should be able to translate compensation into messaging so that the business can understand and work with their peers across the Human Resources function to develop streamlined, simplified, and equitable compensation practices.

Essential Duties And Responsibilities

• Provides philosophy and strategy direction for all compensation programs (Executive, International, and Domestic).
• Accountable for strategic planning and developing appropriate functional strategies that align with the company’s strategic, financial, and operational business goals.
• Oversee local incentive plan effectiveness, design, measurement and change management initiatives.
• Provides oversight and guidance on the administration of the Company’s long term incentive programs including vendor management, data reconciliation and Board approvals.
• Partner with senior leadership and other critical stakeholders to provide recommendations and create materials for the Compensation Committee.
• Leads the design and development of programs, processes, and tools for employee compensation and recognition programs that align with the global total rewards strategy.
• Identify opportunities to reengineer business processes for improved efficiencies, decision making, and quality control.
• Lead successful annual compensation planning with client groups, but not limited to execution of base salary, bonuses, long term incentives, and all related communications and administration.
• Execute annual compensation benchmarking initiatives; Identify areas for benchmarking, select reputable surveys to participate in and analyze current pay against results.
• Provides counsel and guidance to leadership regarding employee compensation programs, policies, and processes.
• Compile, analyze, and summarize large amounts of raw data and make recommendations to the executive team.
• Partner with Finance and Legal teams in executing all compensation and recognition programs.
• Provides leadership and guidance by coaching and mentoring team members, determining appropriate staffing levels, ensuring employee development, and maintaining a positive employee relations environment.
• Stay current with industry’s best practices, trends and worldwide regulatory changes ensuring programs are competitive, compliant, and aligned with company objectives.
• Performs additional responsibilities as required to achieve business objectives.
  
  

QUALIFICATIONS:

Education And/or Experience

• Bachelor’s degree in business administration, Human Resources, Finance, or related field.
• Master’s degree preferred.
• Typically requires a minimum of 10 years of related experience with a bachelor’s degree; or 15 years and a master’s degree; or a PhD with 11 years’ experience; or equivalent experience.
• 8 years of experience in a leadership role.
• Global compensation experience required.
• Executive compensation experience required
• Long Term Incentive Experience Required
• Advanced Excel Experience Required
• Workday Experience a plus
  
  

Certificates, License & Registrations

• Certified Compensation Professional (CCP) a plus
• Global Remuneration Professional (GRP) a plus
• Certified Equity Professional (CEP) a plus
• Certified Executive Compensation Professional (CECP) a plus
  
  

Leveling Characteristics

• Accountable for the performance and results of a large or functionally strategic work stream or family impacting multiple job functions or the entire business.
• Determine and set annual objectives and priorities for others consistent with overall longer term functional or business strategies. Within this context they optimize the use of resources.
• Develop corporate and/or organizational policies and authorize their implementation.
• Provides directions to senior managers in various areas, groups, and/or operations.
• Recognized as an influential leader.
  
  

Competencies (Skills & Abilities)

• Clear understanding of regulatory and statutory requirements.
• Strong relationship and consensus-building skills are necessary to manage projects in a matrixed environment.
• Demonstrated coaching, mentoring, and people development skills.
• Experience working with the most senior leadership of a company.
• A foundation in compensation theories and practices.
  
  

PHYSICAL DEMANDS/WORK ENVIRONMENT

• Prolonged periods sitting at a desk and working on a computer.
  
  

Salary may vary depending on factors such as confirmed job-related skills, experience, and location. It is not typical for an individual to be hired at or near the top end of the range for their role. Compensation decisions are dependent upon the facts and circumstances of each case.

However, the pay range for this position is as follows. Sales Positions are eligible for a Variable Incentive

$126,200.00-$180,300.00

We offer the following benefits for you to take advantage of while you are here provided you meet the eligibility requirements under each governing program:

• 401k savings & company match
• Paid time off
• Paid holidays
• Maternity leave
• Parental leave
• Military leave
• Other leaves of absence
• Health, dental, and vision benefits
• Health savings accounts
• Flexible spending accounts
• Life & disability benefits
• Identity theft protection
• Pet insurance
• Certain positions may include eligibility for a short term incentive plan
  
  

Covetrus is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.