Global Head of Total Rewards (Finance)

Edelman is a voice synonymous with trust, reimagining a future where the currency of communication is action. Our culture thrives on three promises: boldness is possibility, empathy is progress, and curiosity is momentum.

We are in relentless pursuit of an equitable and inspiring workplace that is respectful of all, reflects and represents the world in which we live, and fosters trust, collaboration and belonging.

In an organization, focused on our number one asset, our people, the Global Head of Total Rewards will be responsible for partnering closely with the Chief People Officer, the Chief Financial Offer and other C-Suite leaders (e.g. COO, Regional CEOs) to design and oversee Edelman's Total Rewards plans and packages including the firm's benefits strategy, compensation strategy, rewards programs, mobility programs, etc. This leader will be accountable for ensuring Edelman's Total Rewards philosophy is indicative of market trends, results in equity for our current and future talent, and continues to position Edelman as an employer of choice, ensuring our employees clearly see the relationship between their performance and their Total Rewards.

In partnership with the senior operational leadership, the Global Head of Total Rewards will be responsible for developing the global compensation and benefits philosophy, balancing the needs of multiple stakeholders, making sound decisions using data, analysis, experience, and judgment, along with a risk mindset. As a leader respected for deep technical expertise and/or ability to oversee programs and processes, this leader will ultimately take ownership for key outcomes pertaining to ensuring fair and accurate compensation, including regular salaries, bonuses, pensions, and any additional types of employee benefits.

Responsibilities

• Oversee our Executive Compensation philosophy and plans, working closely with our CPO and CFO on execution of the philosophy and plans, presenting to ELT as and when required.
• Serve as the Compensation and Benefits trusted and strategic thought partner to leadership, including People Business Partners, finance partners, and other business leaders.
• Provide thought leadership on Total Rewards to ensure we stay ahead of market trends and dynamics, offering a suite of Rewards programs that meet our evolving needs as an organization, are future-ready, and reflect the demographics of our workforce.
• Guide and enable business leaders to make informed decisions in attracting, retaining and motivating key/top talent, through market insights and analysis, competitive positioning of our Total Rewards strategy, and aligning our job bands globally, maintaining a job family library.
• Lead and oversee the design and implementation of region-specific benefit programs aligned with global and regional strategy and goals; this may include reviewing current programs and policies for harmonization, as well as harmonization related to agency acquisitions.
• Provide guidance to Regional Total Rewards leaders on local programs that complement compensation structure, and attract and retain talent in market.
• Negotiate benefits structures and programs with leaders in the region and develop long-term beneficial partnerships.
• Lead annual compensation planning. This may include modeling, statistical analysis and impact of base and/or STI programs for guidance in impactful distribution of rewards, aligning our Total Rewards with Performance. This will also include creating a yearly calendar of Total Rewards activities, communicating those globally, and ensuring compliance.
• Oversee projects focusing on the key compensation initiatives such as compensation strategy redesign and implementation, market benchmarking, career path/ladder formation, pay transparency efforts, and the design of short term and long-term incentive compensation programs.
• Lead compensation compliance and pay equity initiatives, partnering with appropriate partners and ensuring analyses are completed accurately and on time.
• Evaluate market dynamics and new business-driven requirements, such as market pricing pivots to address "hot" jobs in the market and creating new policies and processes accordingly.
• Maintain subject matter expertise on existing and proposed statutory compensation requirements (Regional, National, Local) and recommend appropriate course of action, including knowledge of regional requirements and regulations.
• Own annual salary survey participation and market pricing/benchmarking process via partnership with appropriate vendors, partners, and providers.
• Build network and partnerships: Proactively build effective working relationships with those who have the knowledge, experience, resources, or influence to advance work goals and offer valuable information, resources, and/or time to accomplish win-win outcomes.
• Manage partner relationships.

Leadership Competencies

• Business Intelligence: Understands the business drivers and strategic growth imperatives, and aligns total rewards efforts to the business need.
• Boundaryless Mindset: Acts and thinks beyond geographies and lines and business; acts in the interest of One Edelman.
• Client First Mentality: ensures clients are at the center of all decisions, and teams are built and managed effectively and in alignment with the business needs.
• Emotionally Intelligent: Self and socially aware of impact on others; adapts style and approach to engage others toward mutually beneficial resolution.
• Organizational Transformation: Drives strategic human capital innovation in a commercially focused enterprise; asks questions, challenges status quo or ways of working while driving for alignment.
• Strategic Influencing: Inspires, collaborates, and manages enterprise-wide change leadership initiatives in a client-focused organization.
• Future Ready: Brings strong strategic counsel in execution of global strategy and guidance to leadership on emerging and future client and talent trends.
• OnE Edelman: Embraces and leads our efforts to operate as onE Edelman.

Basic Qualifications

• Minimum of 15 years of experience in compensation and benefits.
• Bachelor's degree or equivalent work experience.

Preferred Qualifications

• Extensive knowledge of executive compensation packages.
• Global experience in Total Rewards and/or related fields.
• Excellent project and program management skills.
• Able to effectively communicate and present programs/plans for employees, HR, and business leaders to influence business decisions.
• Excellent analytical skills, analyzing trends, surveys, and data to determine compensation strategies.
• Experience working with compensation vendors.
• High level of ethics and discretion, managing sensitive and confidential information.
• Extensive knowledge of employment law and practices.

$300,000 - $350,000 a year

An employee's pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, travel requirements, revenue-based metrics, any contractual agreements, and business or organizational needs. The range listed is just one component of DJEH's total compensation package for employees. Other rewards may include annual bonuses, a Paid Time Off policy, and region-specific benefits.

Edelman offers a wide range of benefits: medical and dental insurance, vision, 401K, life insurance, disability insurance, paid time off, travel assistance and wellness programing.

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Edelman is committed to diversity, equity and inclusion and proud to be an equal opportunity employer. We welcome and encourage racially and ethnically diverse people, members of the LGBTQ community, veterans, parents, individuals with disabilities and members of any and all protected classes to apply.