$150K — $200K *
Pathfinder International is driven by the conviction that all people, regardless of where they live, have the right to decide whether and when to have children, to exist free from fear and stigma, and to lead the lives they choose. Since 1957, we have partnered with local governments, communities, and health systems in developing countries to remove barriers to critical sexual and reproductive health services. Together, we expand access to contraception, promote healthy pregnancies, save women’s lives, and stop the spread of new HIV infections, wherever the need is most urgent. Our work ensures millions of women, men, and young people are able to choose their own paths forward.
Global Compensation Manager
Location: Watertown, MA, Washington, DC, remote in US, or based in any Pathfinder office globally
The Global Compensation Manager will be responsible for designing, implementing and managing the organization's global compensation policies, programs and projects. They will provide subject matter expertise and input to develop and evolve the compensation strategy in alignment with the business goals and objectives. The Global Compensation Manager will also be responsible for building compensation skills across the global HR team, ensuring compliance to standards, assessing the effectiveness and quality of compensation plans and programs, and will directly conduct or oversee the generation of reports, data analyses, and presentations, to ensure effective monitoring and drive continuous improvement in the compensation function at Pathfinder International.
Key Job Outcomes:
Design and maintain proper job evaluation and architecture processes; ownership of global job descriptions
Lead the salary grade structure design and implementation
Lead compensation survey work: vendor management, creation and coordination of annual project plan, oversight and support of country participation, global analyses and support of updates to local scales
Lead and support the administration of global compensation planning and merit planning process including establishing budgetary guidelines
Provide country HR leads with subject matter expertise on competitive compensation levels
Lead market- and internal-equity assessments to evaluate jobs against internal and external benchmarking, ensuring pay practices are competitive within the industry, compliant with all government requirements, and equitable internally
Support country’s market assessments as required
Support executive compensation reviews and Board Committee report-outs
Support incentive plan designs, as needed
Contribute to communicating and educating employees on the organization's compensation philosophy and approach globally
Assist in the management of the year-end process, working with HR Leaders to conduct various analyses to evaluate proposed yearly compensation recommendations
Monitor the effectiveness of existing compensation policies, guidelines, and procedures, providing insights and recommendations which support strategy and objectives
Ensure compensation programs are administered in compliance with policies and government regulations through audits, reports and other channels
Minimally Required Job-Specific Competencies:
Human Resources Principles, Practices and Guidelines: Advanced knowledge of, total pay (benefits and compensation), organizational development, performance management and training.
Employment Law: Foundational knowledge of relevant regulations/laws specific to human resources and compensation.
Compensation Knowledge: Advanced knowledge of compensation administration best practice.
Human Resources Information System: Advanced knowledge of compensation administration.
Research and Analysis: Mastery-level skills in data research and analyses.
Minimally Required Organizational Competencies:
Project Planning, Management: Mastery-level skill in project planning and management.
Software Applications: Mastery of knowledge of Microsoft products, including MS Excel, Word, PowerPoint, Outlook.
Languages: Advanced writing and speaking skills.
Communication: Advanced oral and written communication skills using different forms of media, especially reports.
Influencing and Customer Service Skills: Advanced influencing and diplomacy skills. Advanced customer service skills.
Organization, Planning and Multi-tasking: Proven ability to set priorities, meet deadlines and multi-task with minimal supervision.
Self-Management and Teamwork: Ability to work independently or as a member of the team, ability to be detailed-oriented, and ability to manage stress effectively in a fast-pace environment.
Global and Cultural Effectiveness: Ability to communicate, collaborate with diverse stakeholders and achieve operational outcomes.
Matrix Management: Ability to thrive in a matrixed organization.
Confidentiality: Ability to handle sensitive and confidential information in a discreet and professional manner.
Required Education, Training and Experience:
Bachelor’s degree in related field or equivalent work experience
7+ years of experience in global compensation including global rewards programs
Strong process and project-management skills with ability to work on multiple projects simultaneously and re-prioritize if needed
Experience working in a global HR database (HRIS), including compensation tools, required; implementation experience a plus
Experience managing global HR vendor relationships and contracts
Strong analytic ability and advanced skills with analytic tools, especially MS Excel; Strong business acumen / financial knowledge
Excellent verbal, written, interpersonal, relationship building, and presentation skills
Must possess strong organizational and time management skills
Demonstrated experience working in an international environment preferred
Demonstrated experience working in a highly matrixed organization
Strongly prefer work experience in an INGO; health sector experience a plus
Travel required (< 10%)
Uses cellular and desk phone; laptop or desktop computer
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Valid through: 11/5/2020