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A key influencer of Regal Rexnord’s short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy.

Reporting to the CHRO, the Vice President, Total Rewards will serve as a key member of the HR Leadership Team.  This is a strategic and hands-on role that is responsible for developing strategy, building roadmaps of implementation, administration, communication, compliance and providing thought leadership.   Responsible for leveraging their expertise to lead Regal Rexnord’s global compensation and benefits functions through assessing the effectiveness and competitiveness of Regal Rexnord’s total reward programs while anticipating and navigating the ever changing compliance landscape.  The VP serves as a key partner to the CHRO, CEO along with the Human Resources Leadership Team (HRLT) and the Executive Leadership Team (ELT).  S/he will partner with this cross-functional team to enable Regal Rexnord to acquire, develop and retain a high quality, diverse workforce.

The VP, Total Rewards will lead and develop an internal team and supplement resource needs with outside vendors and resources.  The role will lead 3 direct reports:  Sr Manager of Compensation, Manager of Health & Welfare Benefits and Manager of Retirement & Pension Plans.  S/he must be forward thinking and have the ability to expeditiously execute global projects and programs. The successful candidate must be able to generate win-win outcomes by building partnerships across the enterprise while aligning expectations and integrating various points of view.

• Contribute to the development of Regal Rexnord’s Employee Value Proposition.

• Evolve Regal Rexnord’s Total Compensation philosophy and practices to enable Regal Rexnord to acquire and retain high quality, diverse, A-player talent.

• Provide input into the development and implementation of a comprehensive communication strategy for total rewards programs; oversee preparation of annual total rewards statements and accompanying long term incentive communication for executive leaders.

• Collaborate and partner with leadership to understand their challenges related to compensation, benefits, and other reward programs and key issues in attracting, motivating and retaining high quality, diverse talent.

• Demonstrate continuous improvement and deliver results aligned with enterprise and HR strategy, including KPIs.

Compensation:

• Evolve the existing Global Job Architecture and Salary Structure framework to enable a simplified approach to aligning jobs, grading and market pricing within various regions.

• Lead the process for acquiring annual market data and conducting detailed, competitive research, analysis and modeling to ensure internal equity and external competitiveness of Regal’s compensation programs, including annual increase budgets, competitive assessments of trends and metrics, and financial impact modeling of incentive design scenarios.

• Oversee the annual merit award cycle, including HRIS system integration and support the development, implementation and ongoing maintenance of compensation tools and systems that allow managers, associates and HR leaders to manage compensation decisions.

• Serve as the subject matter expert on compensation related matters and oversee the review of Vice President salary offers and adjustments.

• Ensure compliance with employment-related statutory and/or regulatory requirements regarding employee pay and employment while remaining current on compensation related legislations. 

• Partner with the CHRO in creating and preparing Board and Compensation Committee materials.  Partner with the CHRO, CEO, CFO and GC on strategic plans for Named Executive Officers (NEOs) and Executive compensation.  Key contributor to the Compensation Discussion & Analysis (CD&A) of the Proxy.

Benefits:

• Evolve Regal Rexnord’s benefit strategy globally that incorporates competitiveness, quality and cost.

• Develop a communication strategy, simplifying complex concepts and providing tools for decision making purposes.

• Ensure compliance across all plans with applicable Federal, State and local regulations governing employer sponsored benefits.

• Lead the annual open enrollment process including broker and carrier marketing, plan design, decisions and managing employee communication.

• Develop an innovative and engaging benefits education program that extends beyond open enrollment period to provide a best in class experience for all associates.

• Research new strategies for a self-funded organization and network to understand best practices in the industry.

• Ensure all plan documents and Summary Plan Descriptions are updated, and stored for accessibility, 5500 Filings are filed accurately and in a timely manner, and oversee annual plan audits.

• Communicate and interface with insurance companies and third-party benefit plan administrators to facilitate proper and complete utilization of benefits for all associates.

• Manage the design, implementation, maintenance, and administration of all health and welfare programs to ensure competitiveness and cost effectiveness.

• Develops and executes  a high quality and comprehensive customer service framework that addresses benefit related questions and promotes the value of Regal Rexnord’s benefit offering to associates.

• Oversee global mobility and immigration programs.

The successful candidate will have proven experience in developing collaborative relationships across all levels of the organization.  This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. 

Key Characteristics:

• Strong relationship builder with the ability to influence and partner across all functions and levels within and outside the organization on a global basis.

• Positive attitude, clear and concise communicator, high energy, good listener and sense of humor.

• Flexibility to adapt to a dynamically changing environment.

• Ability to quickly build rapport and trust in a collaborative work environment.

• Driven self-starter with a strong attention to detail and ability to operate autonomously.

• Creative and resourceful thinker with strong problem-solving abilities.

• Possesses strong character and integrity, as well as strong executive presence.

• Has a mindset of continuous improvement and can embrace Regal’s 80/20 principles.

• Ability to use analytics to identify workforce trends and characteristics for the purpose of highlighting opportunities, demonstrating progress and maximizing the business impact of Total Rewards frameworks and systems.  

Minimum Requirements:

• Bachelor’s degree required in Human Resources or related field.  Master’s degree highly preferred.  CEBS and/or CCP certification.

• 15 years of combined experience in global Compensation and Benefits with strong practical experience and subject matter expertise in the design, development and administration of best in class compensation and benefits programs.  

• Significant hands-on experience with data analysis and global benchmarking. 

• 5+ years experience managing a team (direct and indirect).

• Prior Compensation and Benefits experience in a decentralized global industrial manufacturing environment a plus.

• Prior experience supporting Compensation and Benefits in a public company is a plus.

• Demonstrated experience providing coaching to Business leaders and Human Resources.

• Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.

• Demonstrated ability to create and build strategically while maintaining willingness and ability to execute in a hands-on way.

• Ability to travel up to 20% domestically and globally.

Compensation Details: 
$237,000 - $350,000
The salary range provided is intended to display the value of the company's base pay compensation for all statewide locations across the United States. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, candidate's skill set, level of experience, education and internal peer compensation comparisons.

• Medical, Dental, Vision and Prescription Drug Coverage
• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)
• Paid Time Off and Holidays
• 401k Retirement Plan with Matching Employer Contributions
• Life and Accidental Death & Dismemberment (AD&D) Insurance
• Paid Leaves
• Tuition Assistance