Senior Director, Compensation & Benefits

Overview

Senior Director, Compensation & Benefits

Description -

Sr. Director, EMEA Total Rewards

Summary

The role of the Sr. Director of EMEA Total Rewards works within the global Total Rewards leadership team and is responsible for developing a comprehensive Total Rewards strategy for the EMEA region. This role also includes leading the global compensation support associated with Mergers and Acquisitions.

The role supports the alignment of employee rewards with results that support the company’s strategic direction and business outcomes, promoting a philosophy that advances HP\'s objectives and aligns with our culture. The Total Rewards (TR) programs include all aspects of broad-based compensation, supplemental pay, benefits (e.g. retirement, health and insurance, wellness, time-off) and perquisites.

Successful execution of the role is through collaboration with peers on the global TR Leadership team and through stakeholders and partners at EMEA region and global level. The role is responsible to oversee and lead the team responsible for the day-to-day operational delivery of all benefits programs supporting the employee lifecycle from in hire to termination which also includes the assessment and management of compensation and benefit change requests. The role also includes the due diligence of compensation programs, benchmarking, job leveling evaluation and implementation of compensation programs for any mergers, divestitures or acquisitions of deals globally.

Responsibilities

• Build and sustain collaborative relationships at multiple levels in the company; work in close partnership with multiple stakeholders to implement best in class compensation and benefit programs across Europe, Middle East and Africa (EMEA)
• Understand current and emerging market trends, identify potential opportunities and gaps, leverage external best practices and design TR initiatives that are aligned to global principles, yet provide flexibility and local customization to account for cultural and market differences
• Design, communicate, and implement benefit programs in the region (usually country specific) which fit within our overall global strategy
• Ensure all compensation and benefit program proposals balance affordability and competitiveness, are aligned with business objectives, and meet all legal requirements
• Support the annual full scope review of benefit and supplemental pay programs (Assess Benefits and Compensation (ABC) process) and subsequent implementation of benefit change requests, annual benefits enrolment events and implementation of global wellness initiatives.
• Support the benchmarking and development / review of country salary structures to ensure market competitiveness and ensure country TR Leads maintain a comprehensive understanding of the competitive position of all pay programs
• Manage and negotiate with brokers and third-party solution providers
• Lead compensation strategy for the region with global and regionally relevant programs
• Work with the Business Compensation Managers to provide subject matter expertise and consultation to HR Business Partners, business leaders, etc. regarding country compensation issues, evaluation of new positions, salary structures, grade levels, job descriptions, promotions and country inflation concerns
• Ensure TR engagement and oversight of all country Collective Bargaining Agreement negotiations or local Works Council company agreements and maintain a collaborative working relationship with global Labour Relations.
• Support merger, acquisition, divestiture, and outsourcing activities as they relate to TR programs in the EMEA countries
• Work with the nuances of specific local cultures to make informed decisions
• Build trust by including others and by keeping the cross-functional / regional and global teams informed on the compensation and benefit related activities and results
• Develop and implement an effective communication strategy to manage change and the impact of change
• Build the TR team’s manager and employee capability through training and work experiences, building a strong culture of wellness and recognition to support and maintain TR employee effectiveness
• Work with the TR Mergers and Acquisition lead to lead the global compensation related due diligence, compensation transition strategy including base, variable and equity programs. This requires job grading structures, costs and talent risks to support “Go or No Go” M&A decisions. It would also include talent retention strategies, defining compliance actions, and implementation of design and the onboarding support.

Requirements

Competencies

Strong Business Acumen : The successful candidate will have demonstrated the ability to identify customer needs and use end-user knowledge to evolve services and create effective strategies and programs to drive business growth. This person must have the skills, experience, and market / customer insight to identify and capitalize upon emerging business trends and opportunities and exceed customer expectations.

Technical Expertise : The successful candidate will have strong expertise compensation including job architecture, job leveling and mapping, base pay, variable pay and equity as well strong knowledge of the TR strategy, programs and policies. They will need to have strong analytical skills considering external factors as well as internal job parity and can think strategically to develop solutions and strategies to meet the TR needs for the business.

Delivering the Strategy : The successful candidate will have the ability to collaborate to set a vision, communicate that vision, and develop the goals and objectives to enable that vision. They will be able to combine their strategic acumen with their operating strength to ensure strategies and programs are grounded in a deep understanding of customer needs and are delivered effectively. This person provides clear direction, sets clear priorities, and allocates resources to the highest value opportunities. Further, they understand how to optimize decision making and track / measure success to maximize value and drive revenue.

Results Driven : The successful candidate will set compelling goals and will be driven and accountable in accomplishing them. They will have an ability to set priorities, allocate resources, take accountability, and achieve results.

Leading People : The successful candidate will be a collaborative leader with a high degree of emotional intelligence who inspires, manages, coaches and respects others. They will have an inclusive style; be able to build trust, have frank dialogue and brave conversations while fostering effective teamwork. This person will also have a clear commitment to developing key talent and building future leaders. They will empower team members and create a culture of accountability.

Collaborative : The successful candidate will have experience collaborating across a complex organization as part of driving best practices.

Driving Change : The successful candidate will have the experience to evaluate a current state operating model, identify performance improvement initiatives, and drive those initiatives into the organization while mitigating employee or business impact.

Job Details

Job - Human Resources

Schedule - Full time

Shift - No shift premium (Spain)

Travel - No

Relocation - No

Equal Opportunity Employer (EEO) - HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

If you’d like more information about HP’s EEO Policy or your EEO rights as an applicant under the law, please click here : Equal Employment Opportunity is the Law

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