AD, Compensation

This role is based on-site at our Ridgefield, CT location with hybrid flexibility of 2-3 days per week on-site. This role is based on-site at our Ridgefield, CT location with hybrid flexibility of 2-3 days per week on-site.

The Associate Director, Compensation US independently provides compensation support for their respective client groups. This role leverages in-depth knowledge of data sources, external market, and their client groups business strategy to design and recommend compensation programs for various functions within the business that are both motivating and fiscally responsible. The incumbent manages various compensation activities that include job analysis & evaluations, salary surveys, job profile administration, annual compensation & bonus planning, salary structures, broad-banding, market benchmarking and market pricing and other compensation projects. The Associate Director, Compensation US is the product owner for at least one compensation program (e.g.: sales compensation, global compensation, non-exempt compensation, general industry and specific market insights, equity compensation, monetary rewards programs, etc.) This role keeps the Executive Director informed of any client group changes, business strategy changes and updates on a regular and timely basis. As an employee of Boehringer Ingelheim, you will actively contribute to the discovery, development, and delivery of our products to our patients and customers. Our global presence provides opportunity for all employees to collaborate internationally, offering visibility and opportunity to directly contribute to the companies' success. We realize that our strength and competitive advantage lie with our people. We support our employees in several ways to foster a healthy working environment, meaningful work, mobility, networking, and work-life balance. Our competitive compensation and benefit programs reflect Boehringer Ingelheim's high regard for our employees.

Requirements

• Bachelor's in Business Administration/Finance required.
• A minimum of eight (8) years progressive compensation or HR COE experience required.
• Compensation certification CCP or PHR/SPHR highly desired.
• Possesses a strong business and / or financial background and strong analytical skills.
• Overall HR experience and comprehensive understanding of compensation practices, programs, and plans.
• Knowledge of federal and state laws and regulations relating to compensation.
• Requires excellent knowledge of job analysis & evaluation methodologies (Hay) and grading programs, Microsoft Excel (also PowerPoint, Word, and Office), SuccessFactors, SAP / HR IS knowledge.
• Ability to communicate (verbal / written) in a direct, concise manner.
• Ability to interact with professionals at all levels, strong influencing ability.
• Demonstrated project management skills.
• Knowledge of Federal and State regulations as they relate to FLSA and DOL.
• Understanding of Pay Equity work, Equity Compensation programs and Variable compensation elements.
• Knowledge of local, global, and corporate frameworks and processes.
• Requires ability to communicate complex concepts to audiences at all levels of the organization.
• Ability to manage compensation projects independently.
• Ability to negotiate creative solutions to sensitive and often controversial compensation situations.
• Ability to maintain an overall sense of perspective and company job evaluation framework in the face of sometimes conflicting agendas.
• Ability to create unique sustainable solutions to complex problems and to make independent decisions.
• Strong process management skills, and attention to detail with all local and global process executions.
Strong understanding of salary structures and broad-banding concepts along with career pathing.

Eligibility Requirements :

• Must be legally authorized to work in the United States without restriction.
• Must be willing to take a drug test and post-offer physical (if required).
• Must be 18 years of age or older.

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