Summary
gumgum's compensation planning includes a variety of sales incentive / commission plans, compensation benchmarking across the globe, annual and ongoing compensation planning, and consultation on a variety of compensation matters to executives, hrbps and talent acquisition.
Therefore, sales incentive plan experience is imperative.
You’ll also partner with our key compensation vendors and external consultants as needed.
In a leadership capacity, you will continually align strategies and practices with the chief people officer, vp of global talent acquisition, head of hrbps, and finance to align compensation strategy and practices within the competitive technology landscape.
You’ll be someone who can explain complex compensation topics in easy-to-understand methods; someone who will do the hands‑on work while also overseeing the overarching strategy.
Reporting to the global chief people officer, you’ll be part of the global people ops leadership team and will work closely with people team members across north america, emea and japac.
Responsibilities
compensation planning
perform job evaluation for people ops (hr) and talent acquisition
select and administer data collection for salary surveys
evolve and establish salary structures specific to each region or country
oversee and manage the annual total compensation review process
manage and continually evolve the overall job architecture for the company by working very closely with business leaders and advising them of best practices
perform job evaluation across the globe
develop, evolve and manage pay structures
sales incentive / commission planning
collaborate with sales leadership and finance to draft and implement a variety of sales incentive / commission programs - both annually and as needed
partner with the sales operations and finance teams to develop leading‑edge sales compensation programs
compensation processes & practices
develop and manage processes and procedures to ensure the achievement of equitable and competitive employee compensation
ensure compliance with all governmental regulations related to compensation and benefits programs; work with global hr teams as needed
partner with finance and the cpo to manage and evolve an equity program that is fair and competitive
recommend new programs or enhancements based on cost / benefit analysis and benchmarking
maintains supporting compensation materials
coordinate with vendors as needed
best practices
ensure programs are aligned with best market practices
continually stay up-to-date on market practices and emerging trends
compensation consulting
effectively communicate and consult with executives, legal, finance, and outside consulting firms as necessary
influence stakeholders towards a common vision and understanding of foundational compensation and total rewards principles
partner and collaborate closely with the people & culture business partners (aka - hrbps) on defining jobs and navigating compensation topics
vendor management
work with external consultants and brokers as needed to understand and benchmark market practices
continually evaluate, select and manage salary benchmark partners
experience in
fluent in english
extensive experience with u.s. based compensation plans.
Compensation planning & management, sales incentive / commission plans, long-term incentives and benefits & perks; it's a bonus if you've done this both in the u.s. and internationally
long-term incentive plans and understanding of the intersection with finance
drafting and designing sales commission plan language and processes
annual compensation planning management, processes, and best practices
compensation planning tools that enable the company to scale globally
statistical analysis and modeling
bridging a big picture vision and a tactical plan that our employees understand at the lowest level of detail
skills
clear and concise communication
knowledge of applicable federal and state laws and regulations within the u.s.; ability to be resourceful and quickly learn employment laws in our locations around the globe
strong business acumen and ability to learn a new business model quickly
excellent communication (written and verbal) and interpersonal skills
effective consulting skills; able to influence at all levels of the organization
ability to link best in class people (hr) and total rewards solutions to commercial outcomes
change management and communication expert
detailed understanding of organizational design and workforce planning
ability to develop thorough talent planning and management solutions
advanced understanding of employee engagement and retention strategies
personal attributes
able to operate effectively within high-growth environments with the ability to handle shifting priorities and multitask in a deadline-oriented environment
flexible and creative,
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