The position was designed for a creative, seasoned, strategic leader, who will have a highly visible role and the autonomy to design and implement their vision, ideas, plans and strategy in collaboration with other senior HR professionals and business leaders. Develop strong business partnerships with leaders and hiring managers at all levels across the company to proactively understand their needs, identify market trends, and analyze competitive data with respect to attracting, retaining and rewarding a high quality, diverse workforce. Lead the design, implementation, and management of robust reporting and analytics that drive business and human capital intelligence efforts across the global enterprise. Drive annual compensation and benefit reviews analysis and recommendations for the budget process.
Ensure the efficient and accurate administration of all human capital processes, linkages with other organizations and reporting at BU, Executive, and Board levels. Lead the design and redesign of short and long-term incentive plans that are competitive, cost effective and consistent with company goals and philosophy. Build, mentor, guide and coach a team to deliver results and increase impact and satisfaction. Direct compensation and benefits activities in response to federal, state legislative, regulatory acts, reporting, and disclosure requirements.
During the first 3 - 12 months, the new Head of Total Rewards and HRIS will be expected to accomplish the following critical objectives. Ensure implementation and Phase 2 development of the Sales Incentive Plan. Design new and revise existing equity incentive plans for executives and general long term incentive program. Refine metrics and reporting for global Human Capital.
Develop salary structures for job families and levels for multiple locations to serve as accessible management tools. Guide and support improved workforce planning process for FY14. RMS's vision of a successful candidate is a leader and strategist who can partner closely with C-level executives and other senior managers to determine and deliver critical elements of the company"s human capital strategy. Candidates must be highly analytical and an effective business problem solvers.
Success in this position is defined as proactive identification and analysis of market trends and competitive issues, anticipation of client needs, initiating improvements to our pay programs, providing real-time solutions to business-specific compensation and benefits needs, and evangelizing organization change. Knowledge: Possess strong proactive leadership, including organization, project management, delegation, and analytical skills with a customer-service orientation. A history of developing a strategically designed approach to the creation of compensation and benefits programs in line with the organization"s goals and objectives. Apply creative problemsolving to various business issues, ensuring we meet objectives within desired budget parameters.
Track record of driving programs to conclusion on time and in budget through delegation and partnering with appropriate team members and outside vendors. Skills/Abilities: Working knowledge of compensation strategies, regulations, and philosophies, including experience working with global programs and designs. Prior experience designing and implementing compensation and benefits programs from the ground floor in a high-growth, entrepreneurial environment. Ability to multi-task.
Ability to communicate with all levels in the organization and influence key decision makers. Experience with domestic and global benefits offerings. Comfortable in a dynamic, fast-paced environment where you must be able to design as well as implement. Job Requirements Minimum of 10 years experience in creating and executing Total Rewards, Benefits and HR Technology strategies, programs and policies in variety of environments, including small to mid-sized international, multi-disciple company and in a fast paced/growth, high tech company is a preferred.
Extensive global Total Rewards experience identifying, designing, recommending, and implementing efficient, innovative business processes and solutions to complex global and regional challenges. Exceptional leadership skills, demonstrated ability to influence and drive results- oriented change, innovation, customer focus while fostering relationships and leading people. Must possess significant knowledge and experience in designing and implementing a global Compensation, Benefits and HRIS strategies in the US and International markets. Successful background in leading multiple global HRIS Systems implementations, training, support and maintenance initiatives.
Experience with Workday Human Capital Management or another major systems implementation is experience is a plus. Must have a track record of successes partnering and effectively coordinating with finance teams. Effective at delegating tasks as well as performing the work themselves. Posses a passion for training and mentoring all levels of staff on compensation, benefits and HRIS.
Strong systems thinking and planning skills are necessary for the role. Experience developing Compensation and Benefits programs in the UK and India markets is strongly preferred. Posses a keen ability to influence effectively with all levels of the organization and has advanced level facilitation skills, particularly with senior level leaders is essential. Bachelor's degree or equivalent experience required, Masters Degree preferred.
Superior oral and written communication skills. Strong technical proficiency with HR systems and MS Office tools such as Microsoft. To find out more, visit www.rms.com.