Sr. Director of Total Rewards

Bridgewater, NJ 08807

Post Date: 07/27/2018 Job ID: 8365 Industry: HR


This position reports into the Sr. Vice President Human Resources and will be responsible for the design and development of cost-effective compensation and benefits policies and programs which are aligned with company goals and objectives to ensure that the company can attract and retain the top-talent needed to remain successful in a competitive market. The position requires a good mix of hands-on, operational and design experience, as well as a solid working knowledge of compensation/employment laws and regulations. The Sr. Director of Compensation & Benefits will be expected to evaluate current compensation and benefits programs and strategize with the executive staff and the Human Resources team on how they can be optimized to support a high performance culture.


  • Plan, develop and implement compensation and benefits programs including policies, processes and communications.

  • Develop and implement total rewards programs; evaluate the effectiveness of existing policies, guidelines, architecture and procedures.

  • Recommend plan revisions as well as new plans which are cost effective and consistent with market trends, best practices and corporate objectives; coordinate implementation and provide guidance to corporate staff.

  • Review market benchmark surveys, analyze competitive market data and develop recommendations for updates to job architecture, salary structures and bonus targets as appropriate; propose salary increase budgets

  • Research and develop strategy for all benefit programs health and welfare, retirement plans, life insurance and disability and the company wellness plans, with the support of brokers and vendors.

  • Prepare qualitative and quantitative analytics in collaboration with Finance to support development of cost-effective benefit programs, including proposals for program changes, utilization, vendor performance, trends and program analysis.

  • Develop company-wide HR systems strategy to include maintaining, developing and implementing HR related computer systems on a global basis.

  • Work with the Vice President of Human Resources and executive team to prepare all analysis and compensation related materials that must be approved by the Board of Directors.

  • Ensure programs are market competitive, aligned with business goals, consistently administered and in compliance with company policies and government regulations.

  • Benchmark sales incentives and drive the design and implementation of the company s sales compensation plans,

  • Manage design and delivery of equity compensation programs.

  • Lead the annual salary administration and bonus and equity planning process.

  • Develop project plan and calendar and define roles and responsibilities.

  • Ensure online tools are prepared to support the project

  • prepare comprehensive report of findings and develop executive summary presentation for review with senior management.

  • Design and deliver compensation and benefits programs that are well understood and valued by managers and employees

  • D evelop comprehensive communications and training materials

  • Provide expertise and guidance to other members of the HR team; advise HR and Managers on pay decisions, policy and guideline interpretations, job evaluations and provide creative solutions to complex problems

  • Direct executive compensation programs, including bonus programs to ensure that they are consistent with company strategies and goals, are well communicated and understood.

  • Ensure that all compensation and benefits communication programs are proactive, well communicated and easy to understand for all employees. Partner with other HR team members to develop, execute and communicate key programs to managers and employee

  • Manage the day-to-day operations of maintaining the accuracy and integrity of the HR systems.

  • Ensure compliance with all relevant legal and regulatory requirements

  • travel to PA sites and Taiwan facility as needed


  • 12-15 years of experience in directly related experience, including a strong emphasis on compensation and benefits design, sales incentive plan design, HRIS and integration of mergers and acquisitions

  • 2-5 years of experience in managing multiple departments/staff

  • Candidates must have demonstrated project management experience, and the ability to manage multiple priorities under tight deadlines.

  • International compensation and benefits experience required

  • Executive Compensation experience

  • Bachelor s degree

  • Expert-level skills with online salary management tools

  • Expert-level total rewards program design skills including: competitive rewards practices and delivery models, job architectures and development of job profiles including technical career ladders and associated development programs;

  • Strong knowledge of legislation that may affect compensation and benefits policies.

  • CCP designation a plus

  • Ability to quickly establish credibility, to partner effectively with business leaders and HR colleagues to define and deliver effective processes, programs and tools that support the business goals with detailed project plans including milestones, deliverables and communications.

  • Ability to see the bigger picture, question assumptions and existing ways of doing things and to evolve our compensation and benefits programs to drive employee engagement and retention.

  • Expert level analytical and creative problem solving skills including statistical analysis and modeling skills

  • Expert project management skills and demonstrated ability to execute flawlessly against program goals.

  • Outstanding organizational skills, attention to detail and time-management skills necessary.

  • Demonstrated effective verbal and written communication skills; strong interpersonal and customer service skills in dealing with top management, all levels of employees and cross-functional teams.

  • Strong leader with the ability to work with and influence others effectively within HR, at the executive level and cross-functionally.

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