HIGH PERFORMANCE LEADER COMMENCED AFTER SUCCESSFUL EMPLOYMENT OFFER

Rethink, reshape, redesign.  Why do we do it this way?  What do we need to be relevant for the future?  What do we need to do beyond gimmicks to be truly relevant to our workforces, and desirable to target talent? Why aren’t we trying “new”?  All of this sums up the focus for this role!

We're seeking a technically advanced Compensation guru who is open to throwing all the traditional rules “out of the window” to design, create and embed frameworks that will aid this multinational to continue to be an employer of choice for years to come. 

This organisation, with a globally known brand, has a suite of products and services that continue to grow, both organically and through acquisition. Their workforce is widely varied in their professional expertise, scattered literally around the world, and extremely diverse.  Many have globally scarce, niche skill sets, so attraction, engagement and retention are an ongoing challenge.

Our business execs are acutely mindful that “one size fits all” comp programs do not encourage or reward the right behaviours. With a multi-generational workforce they are conscious that their comp programs are not necessarily desirable to all demographics. With a multinational workforce and a track record for international postings and secondments, they are mindful that fairness and market competitiveness is critical to keep their workforce mobile.  They are cognizant that job gradings and job families do not necessarily reflect or improve upon individual performance and contributions to company success….the list goes on!

Each of their subsidiaries have well established HR and C&B functions, and this role will arch over these to be the expert consultant, thought leader and challenger of convention.

This person will need to consider all workforce types for this unusually complex multinational organisation. Additionally, the subsidiaries and their own countries & business units have been quite disconnected from a C&B perspective, so this person will need to provide expert solutions to create consistency and utilise reward as a tool to improve on cross pollination of ideas, economies of scale and utilisation and transfer of talent.

This is a high profile role, liaising on a daily basis with the board executives, business unit leaders, various VP’s of HR, VP’s for C&B and various functional teams – so directly accessing the key decision makers to shape policy strategy AND the people who actually need to execute on ideas.

As the in-house consulting expert, this person will be leading a small team to effect significant levels of program implementation via other global and regional Reward stakeholders – so advanced virtual team management, influencing and project management skills will be key to succeed.  

We have some flex on the work base, either within the USA or UK, although the former is preferred given its proximity to many key stakeholders. Base salary will start from equivalent US$200,000, with an executive package inclusive of exceptional bonus potential, LTIP, and relocation if required.  Regular and planned travel across all continents is to be expected.

This will be a fabulous challenge for the Compensation Director or VP, who wants to apply very different and proactive thinking to Reward methodologies. Or for the Compensation Consultant who has worked repeatedly and successfully across their client accounts, but now wants control over ideas coming to fruition. Reward professionals with significant involvement for M&A due diligence will also be well regarded.

Experience in working across multiple countries will be ideal, and a first-hand understanding of complex, matrix organisations will be essential. This person should have a track record of inspiring and developing their own teams, and partnering successfully with teams outside of their direct control. An advanced commercial acumen will be key (and will be tested - we expect this person to be able to provide P&L impact evidence measuring the success of their reward change initiatives).

Current US or EU citizens only can be considered for this role with no options for work visa sponsorship. Advanced written and verbal English will be essential; and this person will need to present credibly with gravitas to executive level stakeholders of multi-nationalities.

HIGH PERFORMANCE LEADER COMMENCED AFTER SUCCESSFUL EMPLOYMENT OFFER

Many job boards “scrape” websites to find old and completed job ads, and re-post them without permission as “new” ads to increase job seeker and potential advertiser appeal for their own site. If you have been directed here as a result of a job board posting false ads – this role has already been hired for!