SUMMARY
The Head of Compensation and Benefits will lead the overall strategic direction for compensation programs that are market competitive while supporting overall business objectives while working collaboratively and providing advice and recommendations on competitive compensation.
This individual will report to the Chief Human Resources Officer, work within Human Resources, and will engage regularly with leadership from all departments.
As an onsite/hybrid employee, you are expected to be in the office on Tuesdays, Wednesdays and Thursdays.
RESPONSIBILITIES
- Develop, recommend, and communicate a comprehensive remuneration and reward strategy for the organization..
- Spearhead all compensation activities including structuring and administering long and short-term incentive programs as well as analyzing, compiling, and reviewing data in support of salary adjustments.
- Conduct continuing study of all Human Resources compensation policies and programs to keep management informed of necessary additions, deletions, and modifications.
- Strategically benchmark current compensation and benefits against the macroeconomic environment and industry patterns to ensure that we are fair, equitable and attractive.
- Develop, enhance, analyze, and maintain salary administration databases and tools, salary spreadsheets, statistical graphs, and other compensation-analysis tools.
- Oversee compensation presentations to decision makers and communicators offering advice regarding the year-end performance process in collaboration with HR Business Partners.
- Oversee benefit programs, annual benefit enrollment process, administration of leaves of absence and COBRA along with compliance testing and audits for the 401k plan.
- Foster high morale and collaboration within the department.
EDUCATION, SKILLS AND EXPERIENCE REQUIREMENTS
- Bachelor’s degree with 10+ years of HR, compensation, and/or equity experience.
- Experience in financial services industry or a high growth public company.
- Understanding of carried interest as a compensation tool.
- Applied experience with HRIS technology. Workday HCM expertise preferred.
- Superior consultative, collaborative, analytical, and organizational skills are critical.
- Highest degree of integrity and ability to maintain confidential information.
It is expected that the annual base salary range for this position will be $175,000- $250,000. Actual base salary may vary based on factors such as individual's experience, skills, and qualifications for the role. Employees may be eligible for a discretionary bonus based on factors such as individual, team, and company performance as well as a comprehensive benefits package.
In terms of cultural fit, the successful candidate will be self-motivated and energized by working amongst a group of thoughtful, smart, fast-paced, and successful colleagues. The individual will be responsive and have a natural sense of urgency and collaboration, communicating with everybody. He or she will enjoy being a part of an organization focused on excellence and will be a naturally collaborative individual who enjoys interacting with individuals at all levels. Additionally, he or she will be a strong team player with a proactive approach and the ability to take initiative with discretion and judgment.
CULTURE
We are not afraid to think differently. Embrace new ideas. Dream big. Welcome change. We are a culture of empowerment, accountability, high performance, and trust. Successful team members are self-motivated and energized by working alongside thoughtful and smart colleagues in a fast-paced environment. Individuals who thrive on this team enjoy being a part of an organization focused on excellence. We look for naturally collaborative individuals who enjoy interacting at all levels of the organization.
DIVERSITY, EQUITY & INCLUSION
A diverse, engaged team is critical to our ability to successfully create and deliver value to our clients. We are committed to creating an inclusive environment where diverse professionals can thrive professionally, and we are dedicated to training, retaining, and promoting minorities, women, LGBTQ employees, veterans and individuals with disabilities. Over 55% of GCM Grosvenor employees and 43% of executive management are women and/or ethnically diverse individuals. In addition, we seek to drive a more diverse, inclusive industry through our partnership with diverse professionals organizations and by consciously working with subcontractors and vendors that are certified as minority-, women-, or persons with disabilities-owned businesses.
