Managing Director, Compensation & Performance Leader

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KPMG is currently seeking a Managing Director to join our Total Rewards organization as the new Compensation and Performance Leader. We are seeking a highly experienced and strategic Senior Compensation and Performance leader for this role who will be responsible for developing, implementing and managing comprehensive compensation programs that align with our partnership's strategic goals and objectives, as well as overseeing performance development and recognition programs. The ideal candidate will build credibility and demonstrate ability to add value with the business leadership of the company at all levels, up through key Board committees, with a proven track record of driving organizational success and collaborating effectively with various stakeholders.

Responsibilities:

• Design and execute strategies for employees and partners that catalyze the firm's strategy and attract, retain and motivate top talent; oversee regular market analysis to ensure our compensation programs are competitive and aligned with industry standards
• Lead the annual compensation and performance planning processes, including salary reviews, variable compensation budgeting and allocation, employee and partner performance evaluations and job architecture; oversee the development and execution of partner and employee recognition programs to celebrate achievements and foster a culture of appreciation and motivation
• Ensure compensation, performance and recognition programs and teams operate in coordination with other Total Rewards offerings, partner services and related programs
• Work closely with Board and Management committees, Talent & Culture leadership, practice leadership and finance to align compensation and performance strategies with business objectives; establish and uphold credibility with senior business leaders and the Board through demonstrating an understanding of their business challenges and through sharing relevant solutions and opportunities for compensation and performance development effectiveness
• Lead large scale projects to develop and refine reward strategies to adapt to changing environments; build and oversee large cross-functional teams, managing strategic direction, budgets and technology implications
• Ensure all compensation practices comply with relevant laws and regulations, including salary transparency requirements; monitor and analyze compensation trends, performance metrics, and employee feedback to assess the effectiveness of programs and make data-driven recommendations for improvements
  
  

Qualifications:

• Minimum seven years of recent compensation experience in compensation and performance management, preferably within a partnership or professional services environment; at least 5 years in a senior or leadership role
• Bachelor's degree from an accredited college or university in Human Resources, Business Administration or a related field; advanced degree or relevant certification (e.g., CCP, SPHR) preferred
• Proven ability to design and manage complex compensation programs, reflecting knowledge of compensation practices, market trends and relevant laws and regulations
• Outstanding presentation skills and executive presence, enabling effective presentation to and facilitation with executives and large audiences; excellent communication and interpersonal skills, strong analytical and problem-solving skills and the ability to influence and collaborate effectively at all levels of the organization; proficiency in compensation software and tools preferred; proven ability to manage multiple projects and priorities in a fast-paced environment; advanced executive level skill in employee compensation, executive compensation, performance development and recognition
• High level of integrity, professionalism and confidentiality
  
  

KPMG complies with all local/state regulations regarding displaying salary ranges. If required, the ranges displayed below or via the URL below are specifically for those potential hires who will work in the location(s) listed. Any offered salary is determined based on relevant factors such as applicant's skills, job responsibilities, prior relevant experience, certain degrees and certifications and market considerations. In addition, the firm is proud to offer a comprehensive, competitive benefits package, with options designed to help you make the best decisions for yourself, your family, and your lifestyle. Available benefits are based on eligibility. Our Total Rewards package includes a variety of medical and dental plans, vision coverage, disability and life insurance, 401(k) plans, and a robust suite of personal well-being benefits to support your mental health. Depending on job classification, standard work hours, and years of service, KPMG provides Personal Time Off per fiscal year. Additionally, each year the firm publishes a calendar of holidays to be observed during the year and provides two firmwide breaks each year where employees will not be required to use Personal Time Off; one is at year end and the other is around the July 4th holiday. Additional details about our benefits can be found towards the bottom of our KPMG US Careers site at “Benefits & How We Work”.

Follow this link to obtain salary ranges by city outside of CA:

https://kpmg.com/us/en/how-we-work/pay-transparency.html/?id=4077_9_25

KPMG LLP (the U.S. member firm of KPMG International) offers a comprehensive compensation and benefits package. KPMG is an equal opportunity employer. KPMG complies with all applicable federal, state and local laws regarding recruitment and hiring. All qualified applicants are considered for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, citizenship status, disability, protected veteran status, or any other category protected by applicable federal, state or local laws. The attached link contains further information regarding the firm's compliance with federal, state and local recruitment and hiring laws. No phone calls or agencies please.

KPMG does not currently require partners or employees to be fully vaccinated or test negative for COVID-19 in order to go to KPMG offices, client sites or KPMG events, except when mandated by federal, state or local law. In some circumstances, clients also may require proof of vaccination or testing (e.g., to go to the client site).

KPMG recruits on a rolling basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) for which they are qualified that is also of interest to them.

Los Angeles County applicants: Material job duties for this position are listed above. Criminal history may have a direct, adverse, and negative relationship with some of the material job duties of this position. These include the duties and responsibilities listed above, as well as the abilities to adhere to company policies, exercise sound judgment, effectively manage stress and work safely and respectfully with others, exhibit trustworthiness, and safeguard business operations and company reputation. Pursuant to the California Fair Chance Act, Los Angeles County Fair Chance Ordinance for Employers, Fair Chance Initiative for Hiring Ordinance, and San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.