Director, Global Compensation and Benefits

Position description

The Global Compensation and Benefits Director ensures The Rockefeller Foundation’s compensation and benefits policies and practices are fair, equitable, and able to attract and retain top talent and forecast needs. The Director oversees the Compensation and Benefits team and works closely with the Chief People Officer and the wider HR team to ensure global compensation and benefits programs, and policies across RF create a work environment where staff feel connected to the larger Foundation and the organization’s overall vision, mission, and strategy. They also manage key relationships with Insurance Brokers, Benefits Providers, Relocation Services, Employment Law, and Core compensation partners. The role reports to the Chief People Officer.

Pay Range: $160,370 – $201,392. This represents the present low and high end of the Foundation’s pay range for this position. Actual pay will vary based on various factors, including but not limited to experience.

Work Schedule: This role is on a hybrid work schedule, and required to be in the office on Tuesdays, Wednesdays, and Thursdays.

Principal Duties and Responsibilities

Direct Global Compensation

• Lead organization-wide salary reviews, rewards, and equity planning processes with leadership; ensure pay review practices and processes align with changes in business needs and impact. Conduct and share the outcomes from global compensation analyses and recommend changes to attract and retain top talent.
• Lead the design and execution of complex compensation projects that require a nonstandard solution, including reviewing and interpreting market data, conducting analysis, developing, and presenting an informed recommendation to key stakeholders (HR Business Partners, Senior Leaders, Executive Leaders), and supporting the implementation.
• Conduct job-specific analysis to identify the skills and behaviors that drive success in executive and non-executive roles.
• Collect global salary data and benchmarking reports from industry sources to compare against the Foundation’s current compensation structure.
• Design competitive compensation programs considering factors like organization, size, geographic locations, and industry trends.

Lead Compensation Reviews for all RF Offices

• Manage the annual compensation review process, including merit increases, bonuses, and executive compensation.
• Oversee salary surveys; work closely with external partners to ensure data is up to date and synthesize relevant data for internal use.
• Support the analysis and strategy behind the Investment Office employee compensation, including base salaries, bonuses, and other incentive structures, ensuring fair and competitive pay practices aligned with The Foundation’s performance and market trends within the industry.

Direct Global Benefits

• Lead, develop, and oversee the implementation of RF’s competitive benefits package.
• Lead, develop, implement, and manage benefits strategies and execute changes to benefits policies, processes, and structures.
• Recommend non-monetary programs that make RF an employer of choice.
• Monitor industry trends, legislation, and best practices to ensure programs remain competitive and aligned with RF’s mission and objectives.

Reporting and Analysis

• Create customized reports, such as calculation of turnover, DEI data, FAQs, guidelines, and policy review to support the CPO, board materials, Talent Acquisition team, and external surveys.
• Develop customized reports to capture and analyze HRIS data to support compensation strategies, proposals, and inquiries.
• Provide payroll, market pay, equity analysis, and recommendations to the HR Leadership team every month.
• Develop and maintain compensation-related databases and recordkeeping.

Lead Vendor Management

• Lead vendor management; maintain relationships with benefits vendors, including insurers, retirement plan providers, and wellness program partners; and negotiate contracts and service level agreements to ensure cost-effectiveness and quality of services.

Qualifications

• Generally expected to have 10 years of relevant experience in compensation and benefits strategic design, implementation, administration, and management or related area, preferably with international organizations.
• Bachelor’s degree in Human Resources or related field.
• Knowledge of the principles, methods, strategies, and techniques of compensation administration and survey management.
• Experience in managing a team.
• Strong project management skills, complex use of Excel.
• Knowledgeable of applicable laws and regulations.
• Strong written communication skills with the ability to communicate complex concepts and processes in an easy-to-understand manner to a diverse audience from employees to senior levels of management.
• Expert in managing databases, Excel, and pivot tables, developing charts, tables, and graphs.
• Ability to work independently and as part of a team, solve problems and make decisions.
• Ability to handle sensitive employment issues in a highly professional and expeditious manner.
• Experience and working knowledge of ADP, Salesforce, Tableau, and Tagetik preferred.

Qualifications and Competencies

• Balances Stakeholders: Anticipates and balances the needs of multiple stakeholders.
• Develops Talent: Develops people to meet both their career goals and the organization’s goals.
• Directs Work: Provides direction, delegating, and removing obstacles to get work done.
• Manages Complexity: Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Values Differences: Recognizes the value of different perspectives and commits to inclusion, equity, and diversity in every aspect of work.

Application instructions

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