5 - 7 years experience • Agriculture
On December 11, 2015, E.I. du Pont de Nemours & Company (“DuPont”) and The Dow Chemical
Company (“Dow”) announced that their boards of directors unanimously approved a definitive
agreement under which the companies would combine in an all-stock merger of equals with the
combined company to be named DowDuPont™. On September 1, 2017, DowDuPont announced
the successful completion of the merger effective August 31, 2017. Shares of DuPont and Dow
ceased trading at the close of the New York Stock Exchange, and DowDuPont started trading
under the ticker symbol “DWDP.” The combined entity is operating as a holding company with
three leading, global divisions – Agriculture, Materials Science and Specialty Products.
DowDuPont brings together the complementary portfolios of Dow and DuPont, two innovative,
science-based companies. Each of the divisions has a clear focus, an appropriate capital
structure, a distinct and compelling investment thesis, scale advantages, and focused
investments in innovation to better deliver superior solutions and choices for customers. The new
combined company will pursue splitting into three industry-leading, publicly traded companies,
with the separations expected to occur within 18months. It is anticipated that these three strong,
independent companies will be more competitive than either predecessor company could be on
its own, and well equipped for science-driven and profitable, long-term growth.
The “DowDuPont Agriculture Company” (“AgCo”) will be the leading global pure-play agriculture
company that unites DuPont’s and Dow’s seed and crop protection businesses. The combined
entity will have the most comprehensive and diverse portfolio and robust pipeline with exceptional
growth opportunities in the near-, mid- and long-term. The complementary offerings of the two
legacy companies will combine to provide growers across geographies with a broad portfolio of
solutions and greater choice. Combined pro forma revenue for the DowDuPont Agriculture
business is approximately $14 billion with approximately 25,000 employees worldwide.
THE ROLE & RESPONSIBILITIES
The Senior Compensation Consultant will be responsible to collaborate with the Center of
Expertise global rewards team in the analysis, design, and implementation of compensation
programs. Reporting to the Head of Global Compensation, the position will also lead best
practice research, program analytics, strategy and governance.
A key accountability of the position will be project management including overseeing the design
and implementation of a new job and career level architecture. The position will assess
DowDuPont Agriculture | Senior Compensation Consultant Page 3 of 4
business objectives and market trends in order to support plan design and on-going plan
He/she will also be responsible for the following:
Participates in the design of innovative, competitive, cost effective compensation and reward programs to help DowDuPont attract, retain, reward and motivate high performing and high potential employees.
• Supportcompensation initiatives across the organization and advise HR and business leaders in
the development of competitive base and bonus/incentive programs in accordance with a global
• Provide advice to the human resources community and managers on pay decisions, pay
guidelines, policy and guideline interpretation and job evaluation.
• Participate in the ongoing assessment of job and career level architecture
• Participate in administration and strategic approach to global market pricing.
• Design, develop and oversee compensation related training and education programs.
• Provide communication and training to HR leaders on compensation strategies, objectives, and
the features of the compensation programs, providing tools and techniques to ensure that plan
objectives are met and consistently applied.
• Perform periodic benchmarking of existing programs against the market and recommend changes
• Provide expertise on global compensation programs and ensure they meet local legal/ compliance
requirements of the countries in which the programs exist.
• A minimum of 4, preferably up to 7years of experience in compensation design and
administration of compensation is required.
• Specific experience in the development and implementation of a job and career level
architecture is stongly desired.
Broad knowledge of U.S. and global compensation practices including
compensation/bonus/incentive programs, policy design/implementation, job analysis, market
analysis, federal and local regulations, labor market trends, and analytical tools.
• Excellent communication skills, including experience with presentations to management
• Self-starter with excellent project management skills including the ability to work effectively on
multiple projects in a dynamic environment, document and communicate project plans, monitor
progress and achieve milestones.
• Detail oriented with demonstrated competency in process management, analysis, decision
making, and cultural awareness.
• Must have strong analytical skills using both quantitative and qualitative date and have the ability
to draw conclusions from analysis.
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• Must have expert knowledge of Excel (including formulas, v-lookups, pivot tables) and
proficiency with Word and Power Point.