Bonus potential twice a year, excellent benefits, many more perks.
Under the direction of the Vice President, Human Capital, the Director of Compensation plays a key role in the design and delivery of compensation at Mercury Insurance Group. The position leads the overall direction and evaluation of all compensation programs responsible for strategy, program development and service delivery across the organization. The position will also deliver data and analytics that contributes to and facilitates decision making, delivers governance around market competitive job pricing to insure Mercury is able to attract, retain and focus our talent in a way that drives profitable results for our business. The position is also responsible for managing our Finance client group through HC Business partnership.
The position is also expected to work within a newly developed compensation structure currently requiring leadership influence while ensuring leaders meet budgetary objectives that must work within balanced recommendations and internal equity. The position must partner effectively with all internal functions and work closely with HC business partner leadership.
•Provide leadership and process ownership for the compensation function, designing plans and processes that provide organizational focus and alignment to business results and reward for organizational/individual performance.
•Lead the design and ongoing alignment of broad based pay plans which support the changing needs of our business.
•Develop a team of technical HC analytics, compensation experts and HC Business Partners.
•Build partnerships internally and externally which enable innovative approaches and solutions for leveraging the value of our compensation programs.
•Create recommendations for the standards and best practices for the function in partnership with the VP of Human Capital and senior HC leadership team.
The successful incumbent views the function as critical to the bottom line of the organization and has a business oriented approach to design and oversight. The position is continually monitoring and leading the function to insure that value is being created and optimized by the investments in this aspect of our employee value proposition and Mercury people strategy.
•Business Acumen/ Strategic Thinking: The successful candidate will have an excellent grasp of the financial and economic drivers of the overall business and be able to develop a compensation strategy that is aligned with the critical priorities of the business. In addition, the successful candidate must be able to think beyond financial and economic drivers in order to create compensation packages that will attract, retain, and motivate the right talent. Experience in applying judgment and problem solving skills to situations where there is no clear or one answer and high degrees of ambiguity.
•Communication/Executive Presence: The successful candidate will be a highly articulate leader who engenders credibility at all levels within Mercury Insurance Group particularly with Executives and senior leaders. S/he must have confidence and credibility, effectively able to influence others, and constructively handle sensitive or emotional issues. S/he must have strong verbal and written communication skills, including the ability to present and discuss complex information in a way that persuades others and enhances understanding. Mature, confident and able to represent the company well internally and externally.
•Results Orientation: The successful candidate will have a track record of driving initiatives to closure and managing effectiveness around prioritizing. S/he will get results that have a positive and direct impact on business performance and will hold him/herself and others accountable for achieving goals.
•Leading Teams and Building Relationships: The successful candidate must have effective people management skills and should have a demonstrated history of attracting and retaining a high performance work team dedicated to professional excellence. S/he will have a track record of building trust across the organization and must be capable of quickly building relationships, gaining credibility, and partnering with business leaders, functional leaders and human capital leaders.
•Ensures that compensation programs support the organization's strategic objectives and meet all legal and audit requirements.
•Serves as a strategic consultant to leaders to recruit, reward and retain desired talent to meet the needs of the organization.
•Ensures compensation programs remain within budgetary requirements.
•Plans and directs compensation policies, objectives, process improvements and initiatives.
•Develops and delivers communication and education programs designed to enhance managers’ and associates’ understanding of compensation policies and procedures.
•Provides thought leadership to peers and the Centers of Excellence around all aspects of compensation programs, including plan design, budgeting, administration, and delivery.
•Design and develop models to analyze changes to existing compensation programs or the implementation of new programs.
•Leads and manages a Compensation Manager, Human Capital Analytics team and Sr. HRIS staff member to support the delivery of services.
•Manage and administer annual merit budgets and guidelines; calculate bonus funding allocations; lead design, test and implement merit and bonus system; and coordinate with Payroll and HRIS for salary adjustments and bonus payments.
•Manage the Sales and Annual Incentive compensation programs and provide thought leadership on proposed changes and people risks.
•Implement, and/or administer the compensation team’s compliance processes and policies, including, but not limited to SOX procedures related to the annual compensation cycle, FLSA, and pay equity.
•Partners with L&D to develop and deliver education programs designed to enhance managers’ and employees understanding of compensation policies and procedures.
•Manages the oversight of all Finance client group people activity through strong leadership and guidance of HC Business Partners.