Hanesbrands

  • Director Global Compensation

    Job Locations US-NC-Winston-Salem
    Posted Date 3 weeks ago(5/29/2018 2:59 PM)
    ID
    9185-0518-18142
    Pos. Type
    Full Time Regular
    Pos. Category
    Human Resources
    Due Date
    6/5/2018
    Consider Visa sponsorship?
    No
    Location : Street
    1000 E Hanes Mill Road
    Relocation?
    no
    Location : Zip
    27105
  • Overview

    The Director of Global Compensation is a member of the corporate HR team and is responsible for supporting compensation initiatives across the organization. The Director will work closely with the Chief Talent and Compensation Officer to support the development of a global compensation strategy and plans consistent with the corporate compensation philosophy. This individual will lead the implementation, communication, and administration of global non-executive compensation programs, policies, and pay practices. In addition, the position will monitor the effectiveness and cost competitiveness of compensation programs and provide recommendations consistent with the corporate compensation philosophy, business requirements, market and cost competitiveness. The Director will work broadly across all global areas of compensation and have a significant influence within Global HR and the global business.

    Responsibilities

    Specific duties will include, but not necessarily be limited to:

     

    Compensation Consulting

    • Partner with HR and business leaders and provide leadership and guidance to develop creative, effective, cost competitive, and timely solutions consistent with corporate compensation philosophy.
    • Provide advice to management regarding compensation best practices and market trends.
    • Support the planning and design of company-wide compensation programs.
    • Lead the implementation, administration and communication of compensation programs and practices.
    • Serve as a consultant to the HR generalists and the business regarding development and administration of country compensation programs.
    • Guide the compensation team as they support the business and HR generalists; counsel human resources partners and management in all areas of compensation, including market pricing, internal equity, promotion opportunities, retention, and other pay components as necessary.

                           

    Market Competitiveness:

    • Ensure internal equity and external competitiveness by monitoring business practices, legal requirements, economic indicators, and competitive practices.
    • Develop and maintain market pricing of positions.
    • Research and document key economic drivers influencing compensation decisions as they relate to market ranges, salary increase plans and approvals by country.
    • Recommend revisions, new plans, or processes that are cost effective and consistent with market trends and the corporate compensation philosophy and business objectives.
    • Provide analytic and modeling support for the design and implementation of compensation programs.
    • Maintain current knowledge of trends and regularly communicate appropriate leadership thoughts for consideration.
    • Lead and participate in surveys/market studies for domestic and international compensation.

     

    Variable Pay Programs

    • Participate in the development and planning of organization-wide, business-specific salary and incentive plans based on industry trends, budget constraints, cost competitive business needs, and the company’s compensation philosophy.
    • Provide consultation regarding design of management and sales incentive plans.
    • Provide annual incentive modeling support as needed; model the relationship between business objectives, financial performance measures, and implications for the annual incentive plan.

     

    International Assignment

    • Prepare, communicate, and administer international assignments and maintain and update the International Assignment Policy.
    • Coordinate closely with finance, legal, payroll, and tax relative to assignments.

    Audit and Compliance:

    • Establish and maintain internal control standards, including timely implementation of internal and external audit points to ensure accurate and timely reporting of compensation, in compliance with governmental regulations, internal standards, and processes.
    • Maintain and administer corporate and global management headcount/compensation approval guideline process and compliance.
    • Keep apprised of global governmental regulations to ensure compliance in those locations where the company operates.
    • Maintain HR policies and update as necessary.
    • Coordinate with HRIM to ensure the appropriate level of management reporting and interfaces with vendors are consistent with plan requirements.
    • Prepare compensation disclosure tables and support the compensation disclosure and analysis, including narrative and tables.
    • Knowledge of applicable regulations related to total rewards: FLSA, OFCCP, FAS, SEC, IRC, including 409A, ERISA, DOL, Title 7, Sarbanes-Oxley, Dodd-Frank, etc.

     

    Vendor Relationships:

    • Effectively manage external consulting, vendor relationships, and service providers of competitive and economic trends, plan design, administration, and communication including compensation survey vendors, compensation consultants, and international assignment vendors.
    • Negotiate and administer service agreements, including performance guarantees.
    • Develop collaborative relationships with external vendors and resources.

     

    Team Relationship and Department Administration

    • Utilize the HR team and department administration as critical thought partners to help define characteristics of a successful compensation function for future use and identify key deliverables and timeline for achievement.
    • Serve as managing leader to grow and develop a team that can offer best in class partnership.
    • Lead and administer OPC and OP2 and accruals for AIP, OIP, RSP Match and ACC Qualified and SERP.

    Qualifications

    Minimum Education and Experience Required: 

     

    • Minimum of eight years of progressive global compensation leadership experience with a successful track record.
    • Hands-on functional experience and demonstrated knowledge of all aspects of compensation.
    • Strong business acumen with a highly analytical process orientation.
    • Solid decision making, problem solving, consulting, influencing, relational and partnering skills.
    • Excellent verbal and written communication skills; ability to adapt to a variety of audiences.
    • Results oriented, high energy, and hands-on leader with demonstrated coaching and mentoring skills.
    • Proficient computer skills, specifically Microsoft Suite. Very experienced user of excel, word and power point to support data analysis and to develop effective communication and presentation materials.
    • Global HCM experience, preferable SAP Success Factors, including exposure to configuration, data mapping, integrations/interfaces and reporting.
    • Demonstrates credibility, integrity, and ethics.
    • Knowledgeable in accounting and budgeting processes and economic and financial analysis tools with exposure to actuarial analysis.
    • Experience in mergers and acquisitions, vendor management, and multi-national fortune 500 brand-focused organizations.
    • Certified Compensation Professional (CPP).
    • BS required; MBA preferred.

     

     

    To qualify, applicants must be legally authorized to work in the United States and should not require now, or in the future, sponsorship for employment visa status

     

    Equal Opportunity Employer/AA: Minorities/Females/Veterans/Disabled

    Only applicants requiring reasonable accommodation for any part of the application and hiring process should contact us directly:  

    Telephone: 877.999.5553

    Email: HBI_TA@hanes.com

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