VP, Partner-Tech & Ops

The Vice President of Compensation & Rewards Partner for Support Functions, Technology, and Operations will be responsible for the partnering with HR and business leaders to design and deliver compensation programs/solutions in the business lines supported.

Additional responsibilities include:

• Implement and execute the bank’s incentive governance framework for all business incentive compensation plans in assigned client groups
• Manage the incentive design process for the business lines’ incentive and commission plans, partnering closely with the business, finance, compliance, risk and the HR business partner as needed
• Research and resolve compensation related issues and propose alternative solutions and guidance. Recognize need for escalation
• Ensure compliance with all relevant regulations (e.g. FLSA) in assigned business lines
• Provide thorough analysis and review on all FLSA issues
• Enhance and implement the Bank’s market data approach. Conduct detailed market pricing and specialized analysis for assigned areas
• Participate in the annual market survey process
• Support the design of innovative compensation solutions to support assigned business lines, and provide compensation consulting to influence decision making
• Execute the annual pay review process effectively for assigned business lines
• Participate in the annual Focal Review process, determining key dates and events and provide business unit support
• Manage and support strategic projects for total rewards globally
• Manage outside vendor relationships as appropriate
• Manage internal vendor management and internal and external audit requests

• Understanding of the financial services regulatory environment
• Knowledge of FLSA and other applicable regulations
• Expertise in gathering compensation-related market and competitive intelligence including utilization of market surveys and market trends
• Proven ability to interpret and analyze compensation and labor market data to assess: comparable worth; benchmarking; internal alignment; external competitiveness
• Extensive knowledge of compensation philosophies/programs; compensation plans (salary; cost-of-living adjustment; merit increase; bonus structure; domestic workers; global workers; expatriates; executives; part-time employees)
• Advanced knowledge of deferred compensation; direct and indirect compensation
• Extensive knowledge of pay practices and issues: pay increases; base pay; pay levels; variable pay; pay compression; pay equity; pay transparency; market data
• Expertise implementing and tracking relevant compensation metrics and benchmarks (compa-ratio, etc.)
• Experience using Workday