Director, Compensation

Human Resources Pearl River, New York


Description

Position at Hunter Douglas Inc.

About The Company: 

Beautiful design, industry-leading innovation, and a highly entrepreneurial global culture - all parts of your daily life at Hunter Douglas, the world’s leader in window fashions and maker of iconic architectural products.

Our nine decade history has created a legacy of innovations and achievements. Most recently, we're pioneering exciting new digital technologies that transform stylish window treatments into intelligent smart shades for today's connected homes.

With the resources of a multi-billion dollar company and the energy and independence of a start-up, Hunter Douglas provides a unique entrepreneurial work environment in which passionate, creative, and cutting-edge thinkers can thrive. 

About The Role: 

The Director of Compensation is responsible for the design, execution and management of company-wide compensation programs and policies. This person will partner with Senior Leadership to create, implement and administer compensation strategies that position Hunter Douglas competitively in the marketplace and support the achievement of company objectives. 

GENERAL COMPENSATION

  • Leads the overall direction, management, and administration of Base Compensation, Variable Incentives, Sales, and Executive Compensation programs, with a focus on rewarding excellence in performance
  • Provides leadership, counsel, and administration during annual compensation reviews, including development of merit and market salary adjustments and variable compensation. Works with leadership team to evaluate and approve off-cycle salary increase requests
  • Makes recommendations and develops programs that will strengthen the overall competitive position of the organization’s pay programs in alignment with company strategies and priorities
  • Provides advice to decision makers on pay decisions, job evaluations, policy and guideline interpretation, including the design of creative solutions to specific compensation-related problems
  • Develops a Hunter Douglas’ compensation philosophy, creating job family and salary structures that drive consistency in market analysis, merit, and variable pay processes.  Salary structure will be leveraged across the broader organization in support of employee retention strategies
  • Educates and coaches management regarding compensation processes, job family structures, market analysis, merit and bonus practices.  Develops key employee messaging on compensation topics
  • Monitors the effectiveness of existing compensation policies, guidelines and procedures, recommending revisions as well as new programs that are cost-effective and consistent with compensation trends, technological advancements, and corporate objectives.  Coordinates implementation and provides guidance to decision makers
  • Responsible for salary survey participation and/or utilization, analyzing survey data and developing recommendations for updates to salary structures and bonus targets as appropriate
  • Partners with Talent Acquisition and HR Business Partners to develop compensation offers that support recruitment, promotion, and retention activities.  
  • Leads the development and approval of salary and incentive budgets
  • Ensures that all compensation-related activities comply with applicable regulations and standards
  • Supports and leads other broad-based compensation projects, as necessary
  • Ensures that all compensation-related activities comply with applicable regulations and standards
  • Supports and leads other broad-based compensation projects, as necessary

EXECUTIVE COMPENSATION

  • Develops a robust and comprehensive executive rewards strategy that aligns with business objectives and attracts top talent
  • Participates in the design and manages the implementation and administration of executive compensation programs for key executives. Programs may include base pay review and analysis, as well as short- and long-term incentive plan design
  • Anticipates future trends and implications for the executive rewards program; provides ongoing evaluation of incentive programs
  • Provides consultation on executive compensation matters to human resource leaders for new hires, promotions and terminations. Provides executive compensation guidance as needed
  • Leads market analysis to regularly benchmark executive compensation.
  • Works with legal counsel to ensure compliance with all governmental regulations related to executive rewards programs. Ensures accurate reporting and compliance with applicable laws and regulations

Qualifications: 
  • Bachelor's degree required; Master’s degree a plus
  • 10+ years of related experience, with three or more years in a management role
  • Certified Compensation Professional Designation a plus
  • Comprehensive knowledge of competitive compensation policies, procedures, and practices
  • Deep Executive Compensation skills and knowledge
  • Ability to foster teamwork
  • Demonstrated project management skills
  • Exceptional leadership and influencing skills
  • Strong oral and written communication skills, with ability to communicate effectively across all levels of the organization
  • Analytical and problem-solving skills
  • Proven ability to be a change agent, delivering innovative and effective compensation strategies and tactics