Director of Compensation
At McGraw-Hill Education we strive to unlock the potential of every employee. A core pillar of this strategy lies in providing competitive compensation and benefits programs. Reporting to the VP, Compensation and Benefits, The Director, Compensation leads the delivery of our global compensation strategy. The Director, Compensation owns the administration and execution of the company's global compensation programs, including base pay and annual incentive programs. You will be responsible for the effectiveness of our compensation program as a key factor in our employee attraction, retention and engagement while aligning with our business strategy.
Your contribution to the team includes:
Owning the development, administration and execution of the company's global compensation programs, including base pay and annual incentive programs. Primary lead on MHE's annual total compensation process, including modeling administration scenarios, developing manager education and communication materials, and creating relevant analyses for C-Suite executives.
What you'll need to be successful:
. Evaluate competitive practices, assess the company's position to market, identify areas of risk and make recommendations to align competitive needs with MHE's mission, values, and achievement of business objectives.
• Provide advice and counsel on internal compensation issues, market data, salary surveys and compensation practices while asking the right questions to identify underlying strategic issues and solutions.
• Develops and deliver manager and employee training on various compensation projects and initiatives.
• Develop, deploy, and manage market-based compensation structures, including salary ranges, level guide charts, geographic area differentials. Ensure jobs are correctly and consistently aligned to salary structure bands on a global basis and develop and implement strategies to address any issues.
• Partner with the Senior Director, Executive Compensation to ensure that compensation programs work fluidly across the organization
• Manage relationships with third party vendors and external consultants, including sourcing partners, negotiating contracts, and managing service level agreements.
Experience / Requirements:
• 8 - 10 years in HR
• 5 - 7 years working independently in complex and demanding compensation roles
• Strong analytical skills, with demonstrated and differentiating expertise in excel
• Ability to straddle administrative detail to strategic awareness; to understand the strategy and create models or scenarios that align compensation programs to strategy.
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