SVP Compensation

Role summary

Develops cost effective compensation and total rewards strategies, policies and programs which support the business strategy of the organization, and which enable it to attract, retain and motivate talented employees. Ensures that the overall architecture of compensation programs balance consistency and flexibility to respond to market needs. Provides strategic guidance on issues such as selecting appropriate peers groups, establishing the appropriate level of market competitiveness, the design and development of short and long term variable pay programs for various functions and employee populations, establishing salary structures or bands, market pricing or job ranking techniques, international pay programs, the application of HR Information systems, survey budgets, annual merit and total increases, year-end and long-term bonus and incentive allocation and multiple other issues. Provides advice and counsel to the leadership of the organization on compensation policy, policy exceptions, and executive compensation issues and may provide frequent support to Board committees. Coordinates the integration of compensation programs with other Human Resource initiatives such as performance management, and leadership development, staffing, and employee benefits. May engage outside consultants to undertake program evaluation, design, or other actions. Requires experience in contemporary compensation and reward systems and programs in large, complex organizations.

Job summary sourced from the Empsight benchmark job library.