The Director, Compensation is responsible for the development, delivery and evaluation of policies, processes and programs in the area of global compensation to ensure alignment with our pay equity approach and in support of our compensation governance model. Works closely with the VP Global Compensation to ensure programs are aligned to the overall TR, HR and business strategy and ensure that compensation strategy and programs are aligned globally and are legally compliant. This is a leadership position within the department and will be responsible for driving alignment and gaining support from regional compensation partners. The Director, Compensation is also responsible for the Global Mobility program to ensure delivery of operational excellence and providing subject matter expertise and advice to the Manager of Global Mobility.
Year-End Compensation: In partnership with the global compensation team and regional C&B, ensure consistent approach in developing recommendations for yearend including salary budgets, salary range movement, etc. and provide global guidance for the annual increase budget setting, process including timelines and governance, and participate in leader training development to ensure continued evolution of pay transparency journey
Global Compensation Communications: Responsible for collaborating with the Communications department to ensure all communications are aligned to Corporate messaging, and are reviewed by key stakeholders in a timely manner.
Global Compensation Training & Capability Building: Responsible for the development and delivery of a comprehensive training plan to increase the capability of HR and Leaders to support pay transparency. Partner with PVHU team and Communications to promote the global compensation training program and find opportunities to market the program to leaders accordingly.
Global Mobility: Responsible for the Global Mobility program for PVH to ensure the program fully supports PVHs talent acquisition and talent management initiatives, effective processes and successful vendor management. Responsible for ensuring our programs focus on associate experience, are competitive and cost effective. Manage the governance process related to mobility packages and the exception management process.
Pay Equity: In partnership with the VP Global Compensation, manages the pay equity review process and develops internal processes to support the pay equity review process globally
Global Policies & Guidelines: Where identified, benchmark and develop global/regional policies or guidelines on compensation matters such as sign-on bonuses, retention plans, etc.
Compensation Expertise: Assists where needed on evaluations, offers, etc. in the event of a reorganization or merger/acquisition/divestiture required
Mercer IPE: Manage the annual process of evaluating organizational sizing and ensure global C&B is trained in the methodology
Continuous Improvement: Looks for ways to streamline processes, automate or leverage technology to increase customer support and response time
Bachelor Degree Required
CCP Certification is preferred.
Experience working with Workday is an asset.
Must have excellent analytical and excel skills, and be able to translate data into strong business cases to support recommendations.
Must be able to interpret large amounts of data, sometimes with conflicting information, to come up with a recommendation.
Must be able to exert influence and negotiate with regional compensation partners, HR, and leaders to ensure that the best solutions are reached in complex compensation situations.
PVH Corp. or its subsidiary ("PVH") is an equal opportunity employer and considers all applicants for employment on the basis of their individual capabilities and qualifications, consistent with applicable law and without regard to race, color, sex, gender identity or expression, age, religion, creed, national origin, citizenship status, sexual orientation, genetic information, physical or mental disability, military status or any other characteristic protected under federal, state or local law. In addition to complying with all applicable laws, PVH also has a strong corporate commitment to inclusion, diversity and to ensuring that all current and future PVH associates are compensated solely on job-related factors such as skill, ability, educational background, work quality, experience and potential. To achieve these goals, across the United States and its territories, PVH prohibits any PVH employee, agent or representative from requesting or otherwise considering any job applicants current or prior wages, salary or other compensation information in connection with the hiring process. Accordingly, applicants are asked not to disclose this salary history information to PVH