Head of Global Rewards

Director of Total Rewards + People Experience

San Francisco, CA

Salary : $180,000.00-$220,000.00

Full-time

The responsibilities of the Total Rewards and Human Resources Operations include, but are not limited to :

Ensure total rewards strategy and overall program design aligns with strategic business objectives and is effective in attracting, rewarding, and retaining key talent in a manner that is fully compliant with local legal and regulatory requirements.

Develop / align total rewards offerings and initiatives with business strategy, diagnosing business challenges, exploring alternative solutions and recommending best-fit solutions; identify opportunities for increased efficiency / effectiveness.

Continually develop staff to drive departmental initiatives. Hire, train, evaluate and develop direct reports and ensure that reports have commensurate skills as well as access to resources necessary to successfully carry out their duties.

Develop and implement a strategic approach to the delivery of HR support services to the rest of the HR organization and to the business, ensuring that the provision of support services is in line with the HR and Business strategy and continually driving improved performance.

Ensure all total rewards programs are competitive with the marketplace, sustainable, scalable, and integrated with business systems and have a positive impact on the long- and short-term performance of the organization.

Manage outsourced providers of HR support and payroll services and in-house provision of similar services worldwide to strict KPI performance, negotiating best value for the business and continually driving improved performance.

Maintain a view of the external market for the provision of payroll and HR support services and ensure that COMPANY is continually receiving the best price / value mix for services received.

Ensure HR technology platforms enable and support the business strategy and needs of the organization.

Facilitate discussions, recommend solutions, and manage decision items for executive management and the Compensation Committee.

Serve as a consultative and technical resource to the CEO, CHRO, CFO and members of the Executive Leadership Team for all matters relating to executive compensation and annual executive compensation reviews; serve as staff to the Board and Compensation Committee as assigned on matters relating to executive compensation decisions and strategy.

Partner with Board Secretary, Legal and Finance to manage and administer equity plans, stock administration and broker / bank relationships and platforms.

Work with functional peers to prepare compensation information for Proxy.

Manage HR technology systems to ensure proper database management, configuration and data integrity.

Analyze market competitiveness and cost-effectiveness of benefit plans to ensure they optimize the company's ability to attract and retain top talent. Implement new and modify existing programs for compliance, cost effectiveness and maximizing positive benefits and wellness outcomes for employees.

Manage relationships with key health and welfare plan vendors including the company's third-party administrators, ensuring cost effective and high-performance results in alignment with COMPANY's strategy.

Monitor electronic workflow, identify areas of opportunity for process improvement, and leverage information systems to streamline procedures.

Leverage data and trends to engage the member population and support their needs and keep healthy while actively managing the costs of benefits.

Operate as an internal consultant to line executives and HR professionals, serving as the subject matter expert. Partners with senior leadership to leverage benefits programs to meet organizational objectives.

IDEAL EXPERIENCE

Well-rounded compensation and benefits experience

Exposure to the various aspects of global broad-based compensation, sales compensation, and executive compensation experience. Track record of success providing comprehensive oversight in dealing with a variety of benefits, health and wellness plans. At least 10 years of experience in roles of increasing responsibility.

HR technology and operations experience

Experience working with enterprise-wide HRIS / HR technology systems is strongly preferred. This individual will ideally have a demonstrated ability to understand HR analytics and metrics and the ability to effectively translate data and information for key stakeholders.

Compensation committee experience

Experience presenting to the compensation committee of a publicly traded company is strongly preferred. Experience preparing materials for the compensation committee of a publicly traded company and interfacing with senior leaders is required.

Scale / global experience

Minimum of 10 years of experience in large-scale, complex global organizations. Thorough understanding of regional and local dynamics regarding rewards.

CRITICAL LEADERSHIP CAPABILITIES

Building People Capability

Spends time and probes to develop a clear perception of employees' behaviors and how they impact performance.

Gives critical feedback in behavioral terms and discusses suggestions for improvement.

Uses existing institutional programs to support employees' career growth in individual ways.

Uses a regular assessment and feedback process to focus the development effort.

Business Mindset

Contributes to business mindset, needs, and thinking of own function or other functions.

Educates other functionally focused employees on business concerns.

Responds to business leaders when asked and adds value in business terms.

OTHER PERSONAL CHARACTERISTICS

A high energy level balanced with maturity.

Discretion and discernment.

Unquestionable integrity, ethical standards, and values.

Intellectually curious.

The courage to constructively express contrary views while respecting the views of others.

A hands-on executive who is willing to travel when needed and is recognized for his / her visibility and interaction at both corporate and field levels.

Seniority level

Director

Employment type

Full-time

Job function

Human Resources

Industry

Semiconductor Manufacturing

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