Position Summary:

Responsible for the strategic direction of compensation programs for the organization. Provides compensation direction to support business objectives and strategy. Supports the VP of HR on various executive compensation programs and corporate governance issues, including the administration of the management bonus, long-term incentive plans, and the annual salary planning process. Works with the Corporate Benefits Director to design and administer benefits for senior managers.

Essential Job Responsibilities:

Executive Compensation and Corporate Governance

• Provides recommendations for the strategic direction of executive and director compensation and benefits and management incentive and stock incentive programs.
• Administers the stock plan through the management of an external stock plan administrator. Primary contact to stock plan participants. Works with accounting, legal and tax departments to ensure accurate financial reporting, compliance with all tax laws and the stock plan. Undertakes various analyses to support stock plan strategy.
• Administers the management incentive plan, including processing of annual bonuses.
• Assists in preparing for Compensation Committee meetings by undertaking the necessary analysis and working with outside executive compensation consultants. Keeps abreast of corporate governance trends and legislation impacting executive compensation and benefits, and is responsible for any changes to plan documents and design to comply with these changes. Drafts necessary communications to various constituents.
• Tracks all Directors compensation and develops communications to the Directors.
• Responsible for the preparation of compensation sections of annual proxy and assists the company’s SEC attorney with the preparation of the Compensation Discussion and Analysis.
• Responsible for all SEC filings.

Organizational Compensation

• Provides recommendations regarding the strategic direction of the company’s base and incentive compensation programs.
• Provides support to business groups in a wide variety of compensation matters, including identifying resources and surveys, training, and alternative rewards. Manages communication regarding compensation to ensure the biggest return and to educate the employee population about both the content and the value of the programs being provided.
• Ensures compliance with laws and regulations which control or impact compensation and policies. Undertakes audits to ensure competitiveness with market and provides guidance to the sites.
• Provides ad hoc interpretation of company philosophy, policy and principles related to the areas of compensation, making recommendations as necessary.
• Administers the annual salary planning program and makes recommendations for merit budget increases and salary structure movement. Evaluates overall performance against objectives and works with HR Group Managers on specific challenges in meeting objectives.
• Develops and implements special projects as assigned.

Knowledge & Skill Requirements:

Candidate will possess both strong written and oral communications skills, as well as analytical skills; strong customer-service orientation; decision-making skills. Possesses proficient knowledge relating to all facets of compensation program development and design. Demonstrates the ability to apply a broad range of knowledge to the day-to-day administration of the compensation function. Candidate will possess the understanding of competitive advantage and total rewards and be able to develop a strategically designed approach to the creation of compensation programs. Prior knowledge of HRIS systems for large-scale operations required. Position requires the ability to work both independently and as a team player.

Work Demands:

Ability to:

· Travel and operate on a flexible schedule when demand is high

· To work efficiently to produce quality material with meticulous attention to detail.

· Ability to interact effectively with the executive levels.

· Work independently, with little supervision, after orientation and training.

· Make sound decisions quickly and be able to articulate reasoning to various employee levels.

· Demonstrate a strong customer-service orientation in all interactions.

Qualifications:

Bachelor’s degree in human resources, business, management, finance, accounting or other related field required. Masters degree preferred. Minimum of eight years directly related human resources experience, compensation and benefits specialist or analyst experience preferred. Prior experience working with HR systems or other large-scale HRIS system management preferred.