17 Mai 2021
We have a long-standing strategic relationship with this global public company. Providing complex financial services technology solutions to a multinational client base in more than 50 countries, this market leader takes pride in being innovative, first-to-market and able to consistently drive a culture of performance and engagement. This is a global role responsible for Total Rewards for a company with over 75,000 employees. New York or Chicago are the preferred locations; however a handful of other US cities can be considered for the right individual.
Reporting to the Chief Human Resources Officer, the SVP, Global Head of Rewards is a key member of the HR leadership team and will be an integral player in the evolution of the company’s talent attraction, engagement, and talent retention strategy. The person in this role will need to build credibility quickly and influence business leaders around the world to adopt a more structured and cohesive approach to building and harmonizing global compensation plans, and to driving best practices and common processes across regions. There will also be a strong focus on driving innovative approaches to executive compensation and the individual will work closely with the Board and Compensation Committee. This person will lead regional rewards heads and their teams and will also have oversight of global mobility. The global team is a mix of new and tenured employees requiring the leader to excel in people management and development to ensure the team has the skills needed to meet future needs of the function. There is a desire that the SVP, Global Head of Rewards play an increasing role in establishment performance and analytics capabilities. In addition, this person will focus on developing innovative reward and recognition programs that go beyond the usual monetary awards. This truly is a once in a lifetime opportunity to take the reins of a fast-moving and dynamic Fortune 250 company.
To be successful in this role, the individual will need to demonstrate experience of leading a global Total Rewards function across a large-scale, matrixed organization where business demands are high and change and evolution are constant. Significant time spent in Financial and/or Professional Services industries preferred with exposure to fast-growing technology populations an advantage. They will have experience working with the Compensation Committee and Board of a public company in a lead compensation role, possessing a strong process orientation and track record of implementing innovative total rewards solutions, driving best practices in a complex, global organization. Specifically, the individual will have deep expertise in executive and broad-based compensation. To be successful, he or she should have first-rate communication and stakeholder management skills with the ability to influence all levels of management and clearly articulate complicated compensation concepts to business leaders. Knowledge of a broad range of compensation models is required. Specific experience understanding compensation nuances for an outsourced employee base and experience building analytics capability are both highly desirable. The role requires someone with the ability to think “out-of-the-box” and develop innovative reward and recognition programs that reinforce the company’s reputation as one of the best places to work.