Director, Global Compensation, Executive Compensation & Mobility

This position will be posted for a minimum of 3 days and will remain open until filled or adjusted based on the volume of applicants.

Further your career at Ball, a world leader in manufacturing sustainable aluminum packaging. Achieve extraordinary things when you join our team, and make a difference in your professional development, the community, and around the globe!

Ball is thrilled to receive Newsweek's 2023 Top 100 Global Most Loved Workplace award! As a sustainable product leader, we have over 16,000 global team members. From endlessly recyclable aluminum cans, and cups, to aerosol bottles, our goal is to contribute to a better community, society, and world.

Primary purpose of the position: 

The Director, Global Compensation, Executive Compensation & Mobility, is a critical member of the Global Total Rewards Leadership team. The role is responsible for strategy, design, communications, and governance of Ball’s global executive, broad-based compensation, and global mobility programs.  Partners with key stakeholders to ensure the alignment of design initiatives with business goals and objectives across compensation and mobility. Leads the relevant COE teams, including a team of international Total Rewards Leads, to ensure organizational goals are met.

Essential Responsible Areas:

Overall

• Contributes to the development of the Global Total Rewards strategy to ensure it aligns with and drives the performance of the business, considering competitive positioning, employer branding, and employee engagement & rewards 
• Partners closely with various business leaders, HR partners, Total Rewards Operations and regional Total Rewards Leads to understand business requirements and to effectively align Ball’s global compensation and mobility programs and strategies and to ensure that rewards programs optimize the organization’s ability to attract and retain top talent.  Leads the analysis of global compensation and mobility programs to ensure that they are market competitive and cost effective.
• Leads M&A activity and due diligence related to compensation and mobility
• Provides people leadership, strategic guidance and development of the respective COE teams, Program Managers and regional Total Rewards Leads

Executive Compensation Responsibilities 

• Leads the development of agenda topics and meeting material for the Human Resources Committee of the Ball Corporation Board of Directors (“HR Committee”) 
• The HR Committee has 5 regularly scheduled meetings annually (and additional meetings as needed)
• Manages the processes, timeline, and the development and coordination of materials for the Compensation Committee of the Board of Directors meetings.  
• Conduct meetings with and ensure the preparedness of Executive Management, the Chair of the HR Committee, and the external consultants to the HR Committee. The individual is expected to be a subject matter expert of the materials being presented at these meetings and is expected to have a recommendation and point of view on all agenda items/ topics/issues being presented to the HR Committee.
• Owns the development and accuracy of the Compensation Discussion and Analysis of the annual Shareholder Proxy (“CD&A”), including required compensation-related tables and disclosures
• Develops materials and manage calendar/timeline/process for the annual assessment of the Executive Compensation program and packages
• Closely collaborate with various internal groups – Corporate Secretary’s Office, Controller’s Group, Legal, Tax, Internal Audit, Financial Accounting, Equity Administration, and others as needed - on a wide variety of issues pertaining to equity and executive compensation
• Serve as the point of contact with Compensation Committee’s consultants in requesting and preparing detailed analyses and materials as needed for the Executive Management and the HR Committee

Compensation Responsibilities

• Develops the strategy, design, development and method of delivery of the global job evaluation/grading, compensation programs (including base, short-term incentives, long-term incentives), and recognition programs to ensure consistency across the organization
• Partners with HR, Global Compensation Program Managers, and regional Total Rewards Leads to develop communication strateg