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VP Compensation

St. Louis, MO, USA | Post Holdings

  • Industry:
    Food & Beverages
  • Position Type:
    Full-Time
  • Functions:
    General Management
    Human Resources
  • Experience:
    10-12 years
Job Description:
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Duties & Responsibilities


Function as a technical leader, resource and facilitator in the process of identifying priorities and facilitating the implementation and ongoing management as it relates to Compensation and Human Resources within the Holding Company and Business Units as well as future Mergers and Acquisitions.


Compensation


Leads the strategy, design and development of compensation plans throughout the organization.

Ensures the company’s compensation strategy aligns to the company’s long-term business strategy.

Serve as key advisor to senior executive leadership to ensure the company’s initiatives and strategies are supported within the compensation programs.

Functions as a key leader in planning, analyzing, preparing and presenting materials to senior and executive leadership.

Review and evaluate all elements of executive compensation including equity programs, ensuring alignment with overall company strategies and goals.

Maintains executive compensation data and partners with Finance and Legal on providing data for annual CEO pay ratio and proxy statement submissions

Provides consulting to HR and business unit leaders on compensation issues and solutions ranging from individual employee recommendations to unique compensation program interventions (e.g. retention programs, one-time payments, off-cycle increases, signing bonuses, etc.)

Ensures that compensation systems are progressive, competitive and allow for pay for performance in a cost-effective and reasonable manner.

Implements compensation guidelines and systems to ensure compensation objectives are met

Lead compensation projects across the enterprise to ensure efficiencies and synergies.

Collaborates with Business Units to identify, analyze and develop a total rewards approach to attract, retain and motivate employees.

Keeps informed of compensation developments and trends in the market and incorporates changes, as needed, to the company compensation programs.

Design and build true analytics and “what if” analysis through the use of AI and other technologies.

Design and build compensation dashboards; establish key performance indicators for compensation.

Provides strategic and operational direction for all compensation related HRIS Program Management activity

Ensures that compensation practices are in compliance with all state and federal requirements. Directs and implements corrective action where applicable.

Leads the administration of all incentive and equity plans of the company.

Leads in the management of the salary administration process for the company as it relates to annual performance reviews, budgeting, planning, job design and evaluation and salary action review and processing.

Serves as a Compensation liaison on the M&A Team and oversees all compensation related aspects of mergers & acquisitions during integration planning, process management and final integration phases

HR Compliance


Oversee the development and coordination of Affirmative Action program reporting across the Holdings company and the operating units.

Responsible for the research on processes and best practices on development of affirmative action plans while identifying trends and current issues.

Answers questions and provides guidance across all business units in applicant tracking, job postings, record keeping and affirmative action requirements.

Direct Sr Compliance Analyst in coordination of meetings and training related to Affirmative Action plans across all business units.

Oversees the development and analysis of EEO and VETS4212 reporting across the Holdings company and operating units

Work with third party administrators

QUALIFICATIONS REQUIRED:


MBA/BS in Business Administration, Human Resources Management, Organizational Psychology or relevant field

10+ years of relevant work experience with 5+ years of compensation in a large organization (publicly traded organization a plus)

7+ years significant leadership experience

Demonstrated knowledge of compensation theory, principles and practices

Candidate should possess 5 years compensation or financial experience in a large organization

Experience working with a third-party stock plan administrator and familiarity with stock compensation

Ability to partner with other areas within HR and business leaders, build relationships and collaborate

Strong written, verbal and interpersonal skills in order to effectively communicate proposals, policies and procedures across the business

Excellent analytical and quantitative skills with proficiency in Excel, Word and PowerPoint

Project Management skills required

Ability to handle multiple tasks simultaneously

Travel required - 25%


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