Director, Global Compensation, Executive Compensation & Mobility

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

 

Position Overview:
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. 

 

Your Key Areas of Responsibility:

• 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”) 
• 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.
• 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 cross functionally 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 strategies for the effective communication of compensation programs to employees
• Oversees vendors, as necessary, to provide compensation programs

 

Global Mobility Responsibilities: 

• Develops the strategy, design, development and delivery of the global mobility program for long-term and short-term assignment, international permanent transfers and domestic relocations, including the tax and immigration philosophy

• Partners with HR and the Global Mobility Program Manager to determine the appropriate deployment of resources to deliver global mobility services
• Oversees the global mobility vendor relationships to ensure overall effective delivery of services provided.

 

Required Experience, Skills and Competencies: 

• 10+ years of experience in compensation with at least 7-10 years of deep experience in executive and/or broad-based compensation

• Experienced in the design, development and implementation of executive compensation strategy and equity and incentive programs for both U.S. based and international executives
• Understanding and demonstrated experience of executive compensation and benefits programs
• Evidence of detailed external research and benchmarking of the total reward programs
• Experience of stock plan administration would be a requisi