Job Description
About the Opportunity
Reporting to Chief People Officer, the Head of Global Total Rewards and Mobility will set the vision for Driscoll's global total rewards philosophy and strategy while leading the design and program governance of global compensation, equity, recognition, benefits, and mobility programs to align with the strategic goals of the company.
This leader will create the strategy for all compensation (both executive and broad-based), benefits, and wellness programs to deliver a superior, seamless team member experience. They will work closely with HR and business leaders to drive the efforts to design and implement solutions on a global scale that will enhance Driscoll's as an employer of choice and an organization that will continue to foster longevity and career growth within the organization.
Responsibilities
• Lead the strategy, design and execution of the Company's global compensation, equity, recognition, benefits, and mobility programs. Strive to be industry-leading and progressive to help attract and retain the best talent.
• Monitor external trends and benchmarks. Proactively adjust total reward programs to stay competitive in the market.
• Maintain and continuously improve a global benefit programs, inclusive of health, retirement, and ancillary benefits, to support the Company's team members as they grow around the world.
• Ensure compensation, benefits and equity programs are both innovatively designed and equitably and consistently applied. Specifically, provide strategic direction on development and design of pay equity and fair wage approaches that align with the Company's values.
• Collaborate with internal stakeholders to ensure optimal integrations with enterprise goal setting and metric development, performance and talent management systems.
• Take a creative approach, grounded in data, to build, implement, and measure the effectiveness of the Company's compensation and benefits programs.
• Provide regular reports, updates and make presentations to communicate various compensation initiatives to HR, Executive Team, the Family and the Board of Directors.
• Develop deep relationships with leaders across the organization including business leaders and HR peers to help understand how total rewards is impacting the Company's ability to grow.
• Lead, develop and manage a global Total Rewards team.
• Lead annual strategic planning, in partnership with Finance, on company-wide rewards programs and budgets.
Performance and Personal Competencies Required:
Setting Strategy
• The ability to create and articulate an inspiring vision for the organization, not only for the areas they are directly responsible for, but the enterprise as a whole.
• The inclination to seek and analyze data from a variety of sources to support decisions and to align others with the organization's overall strategy.
• An entrepreneurial and creative approach to developing new, innovative ideas that will stretch the organization and push the boundaries within the industry.
• The ability to effectively balance the desire/need for broad change with an understanding of how much change the organization is capable of handling, to create realistic goals and implementation plans that are achievable and successful.
Executing for Results
• The ability to set clear and challenging goals while committing the organization to improved performance; tenacious and accountable in driving results.
• Comfortable with ambiguity and uncertainty; the ability to adapt nimbly and lead others through complex situations.
• A risk-taker who seeks data and input from others to foresee possible threats or unintended circumstances from decisions; someone who takes smart risks.
• A leader who is viewed by others as having a high degree of integrity and forethought in their approach to making decisions; the ability to act in a transparent and consistent manner while always taking into account what is best for the organization.
Leading Teams
• The ability to attract and recruit top talent, motivate the team, delegate effectively, celebrate diversity within the team, and manage performance; widely viewed as a strong developer of others.
• The ability to persevere in the face of challenges and exhibit a steadfast resolve and relentless commitment to higher standards, which commands respect from followers.
• A leader who is self-reflective and aware of their own limitations; leads by example and drives the organization's performance with an attitude of continuous improvement by being open to feedback and self-improvement.
Relationships and Influence
• Naturally connects and builds strong relationships with others, demonstrating strong emotional intelligence and an ability to communicate clearly and persuasively.
• An ability to inspire trust and followership in others through compelling influence, powerful charisma, passion in their beliefs, and active drive.
• Encourages others to share the spotlight and visibly celebrates and supports the success of the team.
• Creates a sense of purpose/meaning for the team that generates followership beyond their own personality and engages others to the greater purpose for the organization as a whole.
Candidate Profile
• 10+ years covering all specified areas and deep competence in developing, managing, and leading compensation and benefit programs, including executive compensation, broad-based compensation, employee benefits, and
global mobility programs.
• Ability to build employee centric rewards and recognition programs while balancing business goals and financial boundaries.
• Demonstrated ability to influence across all levels of the organization on total rewards and benefits programs; strong at building relationships to drive initiatives.
• Experience with rewards programs tailored to diverse employee levels, ranging from front-line production (as an example) to executives.
• Significant people management experience, including oversight of a global team and a demonstrated history of attracting, developing and retaining a high-performance work team dedicated to professional excellence.
• Self-starter who thrives in a collaborative environment and is comfortable operating in a constantly evolving, fastmoving, results-oriented organization and has a firm grasp of the cultural nuances associated with working across
multiple countries and cultures.
• Experience interacting with and briefing a Board of Directors, particularly as it relates to executive compensation.
• Superior executive presence with the ability and credibility to present ideas and recommendations at all levels within the organization and to the Executive Team, Board of Directors, and stakeholders.
• High degree of financial and business acumen. Must take a detail-oriented and data-focused approach to recommendations and decision-making.
• Track record in creating and managing innovative total reward programs in an international work environment.
• Excellent judgment, humble, pragmatic, and solution oriented.
Compensation & Benefits:
The following information is provided in good faith as a general description of the salary range and benefits for the position posted. The actual compensation offered to the successful candidate is dependent upon experience, skills, education, work location, internal pay equity, and other objective job-related factors.
Salary Range estimated for the Head of Global Total Rewards and Mobility: $280,000 to $330,000 USD.
Driscoll's is committed to a culture of care and offers an attractive benefits package that includes comprehensive medical, dental, and vision coverage, life insurance, and disability coverage for positions working more than 30 hours per week. Other benefits applicable for this position include: 401(k) with employer match, profit-sharing participation, relocation assistance (terms and conditions apply), phantom stock purchase (long-term incentive), paid sick time, paid vacation, paid personal and family care leave, and a free Employee Assistance Program (EAP). More detailed information regarding the benefits package, will be shared during the application process.