Nationwide Director, Compensation - Human Resources in Columbus, Ohio
Job ID: 52188
This role will lead compensation consulting for Nationwide Financial, a major business segment of Nationwide Mutual Company. Life, Annuity, Retirement Plans, and /or Mutual Fund industry experience is a plus. Experience with sales compensation a plus.
Summary: Directs the administration and implementation of compensation programs to ensure business units are providing market competitive compensation opportunities to attract and retain talent while adhering to company policies and procedures. Provides primary support for the development and/or revision of policies and processes in support of these programs. This leadership role is typically responsible for consulting to a large segment of the company, partnering with senior business and Human Resources (HR) executives, managing both direct and indirect compensation professionals, and leading client relationship management.
Reporting Relationships: Reports to the AVP, Compensation – Human Resources. Direct reports include three or more intermediate to senior compensation professionals. May also lead other professionals in a matrix reporting relationship.
Core Duties and Responsibilities:
Partners with Human Resources (HR) to actively consult with business unit partners on strategic total rewards issues. Thoroughly understands company-wide strategic plans, and identifies compensation and rewards implications. Directs the delivery of communication support for the base compensation and rewards administration programs to HR partners for the respective business unit customers.
Directs the delivery of job classification for all banded jobs, including: job analysis, job description documentation, job consolidation, and job evaluation. Supports the executive job evaluation process via HR and business unit interaction.
Directs compliance with the Fair Labor Standards Act (FLSA), determining exemption status of jobs and monitoring classification of associates, to ensure compliance with all organizational as well as state and federal employee relations and compensation statutes and legislation. Partners with General Counsel regarding compliance issues and strategies.
Leads executive and associate market pricing for assigned business segment.May recommend structural pay changes.Directs the analysis and monitoring of competitive trends in total rewards.Collaborates with HR partners in developing strategies for business unit customers that offer maximum competitive advantage and cost effectiveness. May directthe development and delivery of annual salary policy guidelines.
Collaborates with HR partners in directingthe delivery of strategic salary management services. Develops salary management policies and enterprise compensation philosophy regarding salary administration guidelines and management.
Maintains thorough knowledge and awareness of executive structure and programs, compensation principles, and trends.Directs the evaluation of elected officers jobclassifications and through consultation applies executive program policies and procedures. Partners with others on the executive compensation team to deliver consultation to HR and business unit partners and to improve the total rewards services around executive compensation.
While not responsible for sales compensation design or administration, this role serves as a design team subject matter expert, and ensures sales compensation principles are being applied consistently with company total reward philosophies and governance model.
Authorizes, prioritizes and directs projects. Directs projects across departments and business units. Represents the company on task forces, committees, and project assignments.
Directs the development of recommendations to improve efficiencies and increase customer satisfaction.Uses technology to increase efficiencies.Authorizes the design of new processes, enhancements to current products, and the development and delivery of new products that add value to the customer.
Directs the customer relationship with HR and business unit partners.Establishes collaborative relationships.Consults regarding optimal solutions that serve the needs of all involved parties. Identifies programs that optimize the compensation philosophy while simultaneously responding to business unit requirements.
Applies clear understanding of company-wide business unit strategies and performance metrics.Clarifies business strategy as necessary and identifies compensation implications. Applies knowledge of current and anticipated trends to create competitive and breakthrough strategies and plans that meet business unit requirements and drive organizational change.
Directs the delivery of strategic consultation and assistance in the development and/or revisions of compensation policies, processes and programs that support the company-wide compensation philosophy and senior management's vision for the business unit.
Oversees associate management including performance management, salary planning and administration, training and development, workflow and organization planning, day-to-day management, hiring and placement, and disciplinary actions for direct and possibly indirect reports.
Performs other duties as assigned.
Typical Skills and Experiences:
Education: Undergraduate degree in business administration, human resources, or related areas of study. Graduate studies preferred.
License/Certification/Designation: Certified Compensation Professional (CCP) designation preferred.
Experience: Ten or more years of progressively responsible human resource management responsibility, which includes experience in one or more HR technical or specialty areas, four years of supervision or project management experience, and at least six years in a compensation related field.
Knowledge, Abilities and Skills: Compensation theory and practices which includes job analysis, design, evaluation, salary administration and incentive plan design; market measures which includes impact, assessment, measurement and application; insurance operations which includes revenue, expense, reserving and organization; human resources disciplines which includes recruitment and selection, training and development, performance management, change management, organization design and legal compliance; statistical concepts and technical analysis; advanced statistical methods; financial concepts which includes principal financial statements and financial measures; forecast and modeling; operate a personal computer and effectively use business software to analyze data and trends; problem solving; recommendation development; decision-making; verbal and written communication; feedback; relationship management; influence; coaching and feedback; motivation; team building; customer service; dealing with ambiguity; action orientation; project management; and process management.Other criteria, including leadership skills, competencies and experiences may take precedence.
Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.
Values: Regularly and consistently demonstrates the Nationwide Values and Guiding Behaviors.
Overtime Eligibility: Exempt (Not Eligible)
Working Conditions: Normal office environment. Non-standard hours expected during peak periods.
ADA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties.