Senior Manager of Compensation, Rewards & Recognition
Ropes & Gray LLP
January 9, 2018
Full Time - Experienced
Area of Responsibility:
Compensation, Total Rewards
CCP, CECP, SPHR
Reporting to the Director of Human Resources, the Senior Manager of Rewards and Recognition serves as a strategic human resources leader and will be responsible for the overall design, implementation and communication of the support team compensation, performance management, reward and recognition strategies and programs. In collaboration with the Senior Manager of Benefits and Director of Human Resources, this position will oversee the firm’s business support team total rewards strategy and programs. The Senior Manager is responsible for ensuring that the firm’s business support compensation-related programs are competitive, sustainable, scalable, and have an impact on the long and short-term performance of the firm’s U.S and non-U.S. offices.
*This is open to both the Boston & New York offices.
Lead the design and implementation of comprehensive compensation, performance management and reward and recognition strategies and programs, which help attract and retain quality support team professionals to the firm and support a strong pay for performance culture.
Provide leadership across the firm on major compensation and performance review initiatives, which link programs to overall philosophy.
Create a cohesive and high performing global compensation and performance management function, with a focus on developing and implementing a contemporary, best practice, data driven compensation philosophy, structure and program.
Stay current and navigate regulatory challenges in the application of compensation and rewards programs on behalf of the firm.
Lead the development of core compensation methodologies, frameworks, and standards related to global pay ranges, compensation survey management, benchmarking and market pricing, job structures and levels and annual merit program.
Oversee operation of all compensation function responsibilities including job description writing and review, grading and classification, benchmarking, market adjustment process, annual review and salary process and resolution of day-to-day support team compensation-related issues.
Manage and oversee the development of practical, fair compensation and performance management policies, practices, tools and guidelines (including pay-decision guidelines) designed to educate managers about best practices and aimed at increasing awareness and transparency related to compensation decisions.
Develop and lead the design and implementation of training programs and communication vehicles to educate management and business support team about the firm’s compensation philosophy, structure and decision making process.
Develop analytic tools and solutions for maintaining external market competitiveness, internal equity, and legal compliance; support projects and analytics, which may include supporting processes around incentive effectiveness analysis, pay recommendation strategies and compensation infrastructure design.
Provide leadership, direction, management and guidance to compensation team, HR business partners and others; ensure effective deployment of support team compensation programs including annual salary planning and salary and merit/bonus increase process.
Serve as program sponsor and partner with HRIS team as it relates to compensation and performance management-related technology recommendations and implementation.
Identify and analyze quantitative and qualitative internal and external data, market competitiveness and cost-effectiveness of support team compensation plans; use analytics to prepare recommendations for SSLT and the PC.
Rewards and recognition:
Establish and lead team responsible for developing and executing comprehensive, pro-active programming and communication strategy for delivering truly impactful recognition programs to attract and retain high caliber business support team.
Research global best practices, internally and externally, and apply key findings in the development of new programs and the refinement of existing programs or processes.
Strong influencing and negotiation skills to facilitate agreement among key stakeholders for compensation/total rewards philosophy, principles, strategies and programs.
Demonstrated strong managerial and professional skills to effectively interact with and achieve goals with personnel at all levels within the firm.
Solid understanding of firm finances to provide responsible stewardship of firm’s financial resources in proposing compensation/total reward programs that align with the firm’s overall business strategies.
Creative, resourceful, flexible problem-solver.
Demonstrated ability to maintain strict confidentiality of the firm's internal, budgetary and personnel affairs.