Insulet started in 2000 with an idea and a mission to enable our customers to enjoy simplicity, freedom and healthier lives through the use of our Omnipod® product platform. In the last two decades we have improved the lives of hundreds of thousands of patients by using innovative technology that is wearable, waterproof, and lifestyle accommodating.
We are looking for highly motivated, performance driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it!
Job Profile Title : Senior Director, Compensation
Business Title: Senior Director, Global Compensation
Department : 8530 G&A - Total Rewards
FLSA Status : Exempt
Position Overview:
The global Total Rewards COE is seeking a leader with extensive knowledge and experience in leading broad-based compensation strategy and operational delivery. Reporting to the VP - Total Rewards, the Senior Director, Global Compensation is a critical member of the Global Total Rewards Leadership team and is accountable for overseeing, designing, and developing how we manage and deliver broad-based compensation and recognition programs for our organization. These programs include the Annual Compensation Cycle (Base, Bonus and LTI Awards), Job Evaluation, Pay-for-Performance, Market Pay Practices, Global Pay Transparency, Pay Equity and Recognition Awards.
Responsibilities include driving global strategic management and delivery of broad-based compensation and recognition programs across Insulet's businesses in the Americas, EMEA and APAC. This role is accountable to lead and drive how we deliver our programs in an operationally effective, legally compliant, competitive, and innovative way.
The Senior Director, Global Compensation ensures that all processes across program and vendor management, financial management, compliance and governance, operational delivery and employee experience are best in class, aligned with Insulet's values and objectives, and are designed to attract, motivate and retain the talent needed to drive our business forward.
Responsibilities:
Compensation:
Owns, designs and drives all global broad-based compensation planning cycles end-to-end, from timeline development, benchmarking, technology enablement, stakeholder and change management, communications strategy, to eventual delivery.
Direct annual global market surveys and oversee published compensation surveys, market trends and competitive pay positions to ensure salary plans meet overall goals and objectives.
Ownership for Pay Equity and Pay Transparency initiatives across Insulet, partnering with internal stakeholders to deliver regulatory reporting where required.
Partner with Talent Management, HRBPs, and business leaders to integrate performance management and promotion processes with compensation to foster a high-performance culture where talent can thrive.
Lead benchmarking, compensation structure, and job structure/leveling activities, ensuring we have the data and processes in place to stay competitive with the market in all our global locations.
Support the roll-out of the job architecture initiative to drive the change management and communication with HRBPs and business heads.
Responsible for ensuring compensation plans comply with local and national regulations and legal requirements.
Recognition:
Manage the Insulet Recognition Program to ensure it is used appropriately by managers.
Work with the Talent and HR Technology team to redesign a Global Recognition Program to support the future attraction, motivation and retention of employees.
Collaboration:
Partner with HR, Business Leaders, and Executives to understand their strategic priorities and business objectives; leverage this insight to develop and transform compensation programs to support our overall business objectives
Collaborate with HR Technology team on technology strategy, improvements, and enhancements to data integrity and Total Reward systems and tools.
Partner closely with the Finance team on the financial management of all compensation activity.
Innovation and Improvement:
Review current compensation processes and procedures to find opportunities for process improvements and recommend solutions for implementation to drive efficiency as well as enhance employees' total rewards experience.
Identify automation enhancements to systems (including Workday), programs and tools to ensure data integrity and to further develop scalability.
Develop and conduct training and education on compensation programs for the broader Total Rewards and HR teams.
Policy, Process and Controls Development:
Ensure appropriate Policies, Guidelines, Processes and RACIs are in place across all broad-based programs / countries. This role will also include responsibility for implementing and maintaining Employment and Severance Contracts for each country, ensuring they are both compliant with local legislation and appropriately benchmarked versus competitors.
Monitor legal and regulatory environment impacting broad-based compensation and ensure compliance with changing compensation and pay equity landscape.
Team Leadership and Development:
Coach, mentor, motivate, develop, and lead a small team of compensation professionals to ensure operational and project objectives are achieved.
Vendor Management:
Manage vendor relationships globally.
Build and manage governance for vendors and monitor metrics on performance and effectiveness.
Relationship Building and Influencing: Demonstrated ability to build executive level relationships by establishing mutual respect, credibility, and trust, while also able to relate to employees at all organizational levels. Strong influencing skills combining high-level human capital knowledge with deep organizational understanding. Influences through expertise, data, respect, integrity, and persuasion.
Results Oriented: Energetic, resourceful, with strong service orientation and positive can-do attitude. Fully committed to the job and to deliver outstanding work. Never satisfied with status-quo, continually striving for excellence. Enjoys working hands-on.
Agility: Role model agile and adaptive mindset. Quick study, able to handle complex matters, with multiple initiatives going on simultaneously. Able to deal effectively with strategic issues, as well as tactical operational details. Able to quickly pivot and re-prioritize in a fast paced, rapidly changing environment. The ability to manage in a highly complex and often ambiguous environment.
Values and Leadership: Demonstrates alignment to Insulet's mission. Highly ethical and can be trusted to do only the right thing for the employees, shareholders, and others. Follows a balanced approach without compromising integrity.
Change Agent: Ability to formulate and implement change management plans. Knowledgeable about when and how to introduce change, in such a way that it is broadly accepted and institutionalized. Comfortable designing for the future, while managing day-to-day delivery. Able to anticipate risks and propose practical plans to mitigate them. Appreciates the Total Reward function's impact and how Compensation and Rewards are an integral part of the company's business strategy.
Data driven mindset: Ability to identify trends and extrapolate insights from complex organizational data using this information to make informed decisions and recommendations to leadership.
Communication: Excellent verbal and written communication skills. Operates and communicates in a transparent fashion. Perceptive and intuitive nature with ability to translate observations into feedback and coaching. Must be adept at storytelling and leveraging PowerPoint and data to do so.
Execution and Decision Making: Outcome orientated and able to act decisively and deliver. Ability to leverage strong judgment to make effective and balanced decisions. Comfortable with analyzing data for the use in decision making and to inform actions.
Required Skills and Competencies
Must be a highly experienced leader with a track record of success in managing global broad-based compensation.
Strong expertise in regulations and local cultural considerations and practice that apply to broad-based compensation plans around the globe.
Strong program and vendor performance management, cost benefit analysis and budget management experience.
Demonstrated business, financial, and HR acumen with excellent project management capability, deep analytical ability, and creative problem-solving skills.
Proven track record of translating vision into executable strategy and successfully navigating ambiguity and risk benefit analysis.
Ability to use data insights and metrics to create rationale for recommendations.
Ability to influence strategy and manage change within a dynamic, fast-paced environment.
Strong analytical skills, matched with strong communication skills required to translate technical concepts into clear direction and guidance.
Track record in managing and developing an empowered and successful team, through coaching and mentoring.
Highly competent in benchmarking and measurement with desire to drive continuous improvement in performance measures and outcomes for the business.
Advanced proficiency in Microsoft Excel and other Office products and HR applications (Workday and PayScale experience preferred)
Education and Experience
Bachelor's degree or equivalent
15+ years of experience in Human Resources with at least 10+ plus years of progressive global broad-based compensation management with experience working with executive leadership on strategies and investments that will meet function and business objectives.
Ideally will have experience in a hyper-growth global technology or MedTech company.
Additional Information
The position can be remote, hybrid or in-person at our Acton Headquarters.
May require up to 10% domestic and international travel.
NOTE: This position is eligible for 100% remote working arrangements (may work from home/virtually 100%; may also work hybrid on-site/virtual as desired). #LI-Remote
Additional Information: The US base salary range for this full-time position is $199,600.00 - $299,800.00. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position in the primary work location in the US. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your Talent Acquisition Specialist can share more about the specific salary range for your preferred location during the hiring process. Please note that the compensation details listed in US role postings reflect the base salary only, and do not include bonus, equity, or benefits.
At Insulet Corporation all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
