Global Reward Director - Greater Boston - flex work

ROLE FILLED - HIGH PERFORMANCE LEADER COMMENCED AFTER SUCCESSFUL EMPLOYMENT CONTRACT OFFER

Why do we do it this way?  What should we be exploring to be relevant for the future?  What do we need to do beyond gimmicks to be truly relevant to our work-forces, and desirable to target talent? How do we get the best value for our employees and our company on a finite budget? Why aren’t we trying “something new”?  All of this sums up the focus for this role!

This well resourced, mid sized firm has reached a size where dedicate expertise for Compensation and Benefits planning will be invaluable for remaining competitive as an employer of choice. Reporting into a supportive and inspiring CHRO, this Total Reward leader will be relied upon heavily to revamp and create reward strategies and plans that will aid employee engagement and drive innovation and productivity across a variety of jurisdictions.  

With a mix of skilled blue collar and niche expert white collar workforces, our business execs are realising that “one size fits all” comp and bens programs are not providing a competitive advantage in attracting and retaining key talent. With a multi-generational workforce they are starting to see that their comp programs and benefits plans are not necessarily desirable to all demographics. They are increasingly mindful that job gradings and job families do not necessarily reflect or improve upon individual performance and contributions to company success….. that traditional levers for performance management via reward tools are not the answer.

As a result, this reward leader will have multiple priorities to work through inclusive of:

  • Benchmarking of all roles to ensure internal parity and market competitiveness

  • Audit and overhaul of all benefits plans to ensure tailoring specific to key demographics and countries

  • Revamp of stock purchase plans

  • Using reward tools to advance DEI objectives

  • Audit and revamp of variable sales compensation plans

  • Increasing the quality of communications whilst “baking in” transparency and fairness

  • Selection and implementation of tech that enables stronger data led decision making

  • Creating consistency in utilising all elements of reward as a tool to improve on the cross-pollination of ideas that contribute to further markets expansion

  • Applying tools to drive performance, behaviours, and ongoing workforce collaboration

This person will also need to guide key stakeholders on the best utilisation of budgets for annual incentives, LTIP, wellbeing, sign-on & retention bonuses….applying expert counsel on how to channel funds to be as effective as possible and stay competitive in the “war for talent”.

This is a high profile role, that will suit a specialist who is ready to take on full ownership of C&B strategy and plan design, whilst transacting all the day to day operational work that goes into delivery of total reward services. And as the company continues to grow, this person should be prepared to build and lead a small team.

We have flex on the work base within the Greater Boston area, although regular (and planned) visits within North America, and into Europe and Asia will be encouraged. A valid US work visa or citizenship of either of those countries will be essential.

A base salary of circa $280,000 will be accompanied by an annual bonus and benefits package and there are genuine opportunities to add addition scope and responsibilities into this role as part of ongoing career development.

In addition to a natural curiosity with a continuous improvement mindset, our Global Reward Director will ideally offer:

  • Experience in working across multiple countries, with a first-hand understanding of complex, matrix organisations.

  • A track record of 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).

  • Any additional language skills will be highly regarded, but English is the day to day language in the business otherwise.

  • This person will need to present credibly with gravitas to executive level stakeholders of multi-nationalities.

Interviews will be scheduled in the coming weeks with an appetite for this C&B leader to commence ideally within the coming weeks.

ROLE FILLED - HIGH PERFORMANCE LEADER COMMENCED AFTER SUCCESSFUL EMPLOYMENT CONTRACT OFFER

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Compensation & BenefitsLeanne MorrisNorth America