Compensation Manager

E I du Pont de Nemours and   •  

Wilmington, DE

Industry: Agriculture

  •  

5 - 7 years

Posted 363 days ago

  by    Tabassum Nagpurwala

This job is no longer available.

COMPANY BACKGROUND

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

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business objectives and market trends in order to support plan design and on-going plan

effectiveness.

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

compensation philosophy.

• 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

as appropriate.

• Provide expertise on global compensation programs and ensure they meet local legal/ compliance

requirements of the countries in which the programs exist.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

• 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

preferred.

• 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.

EDUCATION

An undergraduate