About the Opportunity

Reporting to Chief People Officer, the Head of Global Total Rewards and Mobility will set the vision for Driscoll’s global total rewards philosophy and strategy while leading the design and program governance of global compensation, equity, recognition, benefits, and mobility programs to align with the strategic goals of the company.

This leader will create the strategy for all compensation (both executive and broad-based), benefits, and wellness programs to deliver a superior, seamless team member experience. They will work closely with HR and business leaders to drive the efforts to design and implement solutions on a global scale that will enhance Driscoll’s as an employer of choice and an organization that will continue to foster longevity and career growth within the organization.

 

Responsibilities

▪ Lead the strategy, design and execution of the Company’s global compensation, equity, recognition, benefits, and mobility programs. Strive to be industry-leading and progressive to help attract and retain the best talent.

▪ Monitor external trends and benchmarks. Proactively adjust total reward programs to stay competitive in the market.

▪ Maintain and continuously improve a global benefit programs, inclusive of health, retirement, and ancillary benefits, to support the Company’s team members as they grow around the world.

▪ Ensure compensation, benefits and equity programs are both innovatively designed and equitably and consistently applied. Specifically, provide strategic direction on development and design of pay equity and fair wage approaches that align with the Company’s values.

▪ Collaborate with internal stakeholders to ensure optimal integrations with enterprise goal setting and metric development, performance and talent management systems.

▪ Take a creative approach, grounded in data, to build, implement, and measure the effectiveness of the Company’s compensation and benefits programs.

▪ Provide regular reports, updates and make presentations to communicate various compensation initiatives to HR, Executive Team, the Family and the Board of Directors.

▪ Develop deep relationships with leaders across the organization including business leaders and HR peers to help understand how total rewards is impacting the Company’s ability to grow.

▪ Lead, develop and manage a global Total Rewards team.

▪ Lead annual strategic planning, in partnership with Finance, on company-wide rewards programs and budgets.

Performance and Personal Competencies Required:

Setting Strategy

• The ability to create and articulate an inspiring vision for the organization, not only for the areas they are directly responsible for, but the enterprise as a whole.

• The inclination to seek and analyze data from a variety of sources to support decisions and to align others with the organization's overall strategy.

• An entrepreneurial and creative approach to developing new, innovative ideas that will stretch the organization and push the boundaries within the industry.

• The ability to effectively balance the desire/need for broad change with an understanding of how much change the organization is capable of handling, to create realistic goals and implementation plans that are achievable and successful.

Executing for Results

• The ability to set clear and challenging goals while committing the organization to improved performance; tenacious and accountable in driving results.

• Comfortable with ambiguity and uncertainty; the ability to adapt nimbly and lead others through complex situations.

• A risk-taker who seeks data and input from others to foresee possible threats or unintended circumstances from decisions; someone who takes smart risks.

• A leader who is viewed by others as having a high degree of integrity and forethought in their approach to making decisions; the ability to act in a transparent and consistent manner while always taking into account what is best for the organization.

Leading Teams

• The ability to attract and recruit top talent, motivate the team, delegate effectively, celebrate diversity within the team, and manage performance; widely viewed as a strong developer of others.

• The ability to persevere in the face of challenges and exhibit a steadfast resolve and relentless commitment to higher standards, which commands respect from followers.

• A leader who is self-reflective and aware of their own limitations; leads by example and drives the organization's performance with an attitude of continuous improvement by being open to feedback and self-improvement.

Relationships and Influence

• Naturally connects and builds strong relationships with others, demonstrating strong emotional intelligence