28 Jul 2020
We are delighted to once again be partnering with this fast moving and highly commercial industrial solutions organization known for its dynamism and appreciation of the nuances of markets in which it operates. With revenues in excess of $2.5B, the company operates in a highly competitive landscape of both US and overseas multinationals. The Global Head of Rewards will be the first ever Rewards leader at corporate level and as such will need to demonstrate impact and credibility early on. Company culture is one of performance and solutions. Business segment leaders are recognized as leaders in industry and demands for commercially minded HRLT members is high.
Reporting to the CHRO, the Global Head of Rewards sits at the corporate level and supports all compensation and benefits solutions across a globally dispersed population of more than 10,000 employees. S/he would provide guidance and support for several business segments. There is a desire that the Rewards leader will deliver a greater awareness of these individual programs and strategies. At the same time, s/he would be cognizant of the impact of varying degrees of customization across compensation and benefits offerings and allow its business segments to be competitive in all the markets it serves. The goal is to strike the right balance here. With more than 40% of the workforce situated outside of the US, the individual will need to ensure corporate has a truly global perspective on all Rewards plans. The main focus of this role will be compensation, specifically executive compensation, proxy filing, incentive plans and the preparation and presentation of materials alongside the CHRO to the Board of Directors and Compensation Committee. Furthermore, a key to success will be to develop an inherited, talented team.
To be successful in this role, the individual will need to demonstrate experience of leading a global Total Rewards function across a matrixed organization where business demands are high and change and evolution are constant. 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 compensation, and it is essential that the individual comes with first-rate communication and stakeholder management skills with the ability to influence all levels of management. A finance background could be useful, as well as a strong data and analytics orientation in order to take data and then present to senior leadership team. Making the complex simple is key. Keen intellectual curiosity to keep track of global trends and the impact of market forces is essential.