Director

• Lead Compensation initiatives within S&P Global in partnership with multiple teams and stakeholders to drive compensation strategy, program harmonization in alignment with business objectives.
• Collaborate with client groups to direct and help drive strategies that help clients achieve business results and drive organizational effectiveness.
• Partner with senior business leaders, COE’s, People Services and external resources to oversee and drive human capital strategies, solutions, programs and projects in a complex, matrix global environment.
• Update or redesign solutions to business issues via compensation programs or practices- The ideal candidate will apply design thinking and lean principles to those solutions.
• Advise on compensation initiatives including the design and ongoing review of cross-segment job architecture, market pricing, compensation plan strategy; program harmonization and alignment, survey data library, vendor management, department budget, rewards and recognition programs, compensation cycle administration and technical configuration for compensation systems.
• Liaise with Strategy and People Partner teams on M&A activities including integration and standardization of best in class pay practices across different geographies and functions.
• Keep up with trends, practices and pay related benchmarks to make annual recommendations for pay mix solutions around salary, incentive and long-term plans as necessary.
• Monitor federal, state, and local compensation laws and regulations to ensure company compliance.
• Participate in market data activities including collecting information for surveys, reviewing results and reporting back findings and updating salary ranges as needed to stakeholders.
• Partner with Talent Acquisition to support clients with the development and communication of compensation packages for new hires and existing employees when necessary.
• Create and deliver training programs for various audiences: People and client teams, managers and Executives on changes to regulations, pay practices or programs throughout the year and as needed.
• Lead or participate in projects that help optimize People processes: Workday module implementation, centralization and automation of HR processes, etc.
• Support workforce-planning initiatives including forecasting and planning cost of labor for a variety of roles.

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