Description

The Associate Director, Compensation US independently provides compensation support for their respective client groups. Leverages in-depth knowledge of data sources, external market, and their client groups business strategy to design and recommend compensation programs for various functions within the business that are both motivating and fiscally responsible. Manages various compensation activities that include job analysis & evaluations, salary surveys, job profile administration, annual compensation & bonus planning, salary structures, broad-banding, market benchmarking and market pricing and other compensation projects or programs. Keeps the Executive Director informed of any client group changes, business strategy changes and updates on a regular and timely basis.

As an employee of Boehringer Ingelheim, you will actively contribute to the discovery, development, and delivery of our products to our patients and customers. Our global presence provides opportunity for all employees to collaborate internationally, offering visibility and opportunity to directly contribute to the companies' success. We realize that our strength and competitive advantage lie with our people. We support our employees in several ways to foster a healthy working environment, meaningful work, diversity and inclusion, mobility, networking, and work-life balance. Our competitive compensation and benefit programs reflect Boehringer Ingelheim's high regard for our employees.

Compensation Data

This position offers a base salary typically between $120,000 to $205,000. This position may be eligible for a role specific variable or performance based bonus and or other compensation elements. For an overview of our benefits please click here. (https://www.boehringer-ingelheim.com/us/careers/benefits-rewards) ​

Duties & Responsibilities

Own the design and recommendation process for compensation programs for respective client groups that properly motivate, compensate and reward BI’s eligible employees, and are appropriately aligned to business strategy & financial goals. Work directly with HRBPs and business leaders to continuously design and develop new compensation proposals to meet changing business needs

In collaboration with HR Business Partners and Line managers prepare competitive compensation packages for candidates for compensation cycle and off-cycle salary adjustments, hiring packages, promotions, employee transfers within and outside of country.

Provide solutions that are consistent with BI's compensation philosophy, business needs, federal and state regulations and help to establish BI as an employer of choice.

Ensure compensation is competitive with the market-place, internal equity/fairness while recognizing the need for cost stewardship.

Manage assessment of programs for client groups and effectiveness at local and global levels to ensure program objectives are met; evaluate and recommend improvements to optimize effectiveness.

Manage development of consistent, timely, and thorough analysis, documentation and communication of program design to HRBPs and leadership, in order to aid program transparency, and minimize corporate legal exposure.

Work with client groups and drive job matching process and ensure accurate survey matches for all roles. Manage the process of market benchmarking and market analysis and ensure consistent approach across all functions and businesses. Analyze the data high level and present findings and potential change recommendations to the ED, the HRBPs and leadership teams.

Manage annual Compensation Planning and bonus Planning process for employees in their client group in collaboration with the local and global teams.

Provide guidance on the end-to-end process for all eligible employees according to BI's governance model, timelines, tools etc. to HR Business Partners and Line Managers.

Prepare compensation analysis for client groups and drive compensation alignment meetings for leadership review.

Partner with TA to review and approve offers, evaluations and promotion changes and sign-on and retention bonus amounts for all roles. Keep the ED informed of any exception requests or special circumstances.

Manage compensation projects and topics as assigned in collaboration with external consultants, compensation colleagues, HR Business Partners and other HR CoEs.

SME and product owner for at least 1 cross-business compensation program Regularly shares insights with the ED and provides recommendation for consideration into local compensation programs.

Requirements

• Bachelor's in Business Administration/Finance required.

• A minimum of eight (8) years progressive compensation or HR COE experience required.

• Compensation certification CCP or PHR/SPHR highly desired.

• Possesses a strong business and / or financial background and strong analytical skills.

• Overall HR experience and comprehensive understanding of compensation practices, programs, and plans.

• Knowledge of federal and state laws and regulations relating to compensation.

• Requires excellent knowledge of job analysis & evaluation methodologies (Hay) and grading programs, Microsoft Excel (also PowerPoint, Word, and Office), SuccessFactors, SAP / HR IS knowledge.

• Ability to communicate (verbal / written) in a direct, concise manner.

• Ability to interact with professionals at all levels, strong influencing ability.

• Demonstrated project management skills.

• Knowledge of Federal and State regulations as they relate to FLSA and DOL.

• Understanding of Pay Equity work, Equity Compensation programs and Variable compensation elements.

• Knowledge of local, global, and corporate frameworks and processes.

• Requires ability to communicate complex concepts to audiences at all levels of the organization.

• Ability to manage compensation projects independently.

• Ability to negotiate creative solutions to sensitive and often controversial compensation situations.

• Ability to maintain an overall sense of perspective and company job evaluation framework in the face of sometimes conflicting agendas.

• Ability to create unique sustainable solutions to complex problems and to make independent decisions.

• Strong process management skills, and attention to detail with all local and global process executions.

• Strong understanding of salary structures and broad-banding concepts along with career pathing.

Eligibility Requirements :

• Must be legally authorized to work in the United States without restriction.

• Must be willing to take a drug test and post-offer physical (if required).

• Must be 18 years of age or older.

All qualified applicants will receive consideration for employment without regard to a person’s actual or perceived race, including natural hairstyles, hair texture and protective hairstyles; color; creed; religion; national origin; age; ancestry; citizenship status, marital status; gender, gender identity or expression; sexual orientation, mental, physical or intellectual disability, veteran status; pregnancy, childbirth or related medical condition; genetic information (including the refusal to submit to genetic testing) or any other class or characteristic protected by applicable law.