SKILLS/REQUIREMENTS

Education: Bachelor’s degree in Human Resources Management, Business Administration, or related field is required. Master’s degree in business or related is preferred. Any suitable combination of education and experience will be considered.

Experience: 15+ years of experience in Benefits/Compensation/Mobility management or oversite capacity with focus on Total Rewards. Minimum 5 years of management experience is required.

• Experienced global compensation and benefits leader, with prior responsibility for overall compensation and benefit plan strategy, program design, deployment and administration.
• Excellent executive presence, with ability to present compensation recommendations and lead on practices like the Compensation Committee at the Board of Directors level.
• Advanced knowledge of executive compensation programs (i.e. Long-Term Incentive Plans).
• Deep understanding and expertise in executive and Board of Directors compensation.
• Ability to undertake competitive benchmarking and process the outcomes of the benchmarking into meaningful analysis and recommendations for action.
• Strong analytical skills coupled with financial discipline; solution oriented.
• Demonstrated strong business acumen, ability to think strategically and critically.
• Strong negotiation and consultative skills with the ability to partner with and influence all levels in the organization including senior leadership.
• Proven track record of forming and maintaining positive business relationships; highly collaborative.
• Ability to operate in an ambiguous environment and bring structure (e.g. creation of a job architecture); develop solutions that address relevant and changing business needs.
• Excellent team leader of a globally diverse team and demonstrated developer of people.

OTHER KNOWLEDGE, SKILLS OR ABILITIES:

• Proficient in Microsoft Office.
• Ability to write policies, procedures, and executive summaries.
• Ability to set strategic vision and direction.
• Analytical and project management skills.
• Strong organizational, communication and interpersonal skills.
• Strong relationship building and consulting skills.

ABOUT US

It is Kohler’s policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact kohlerjobs@kohler.com. Kohler Co. is an equal opportunity/affirmative action employer

• Develop and continually advance through strategic and operational leadership the design, development, implementation, administration, and communication of the company’s global benefits programs including health, welfare, wellness, and retirement, aligning with Kohler’s business strategy.
• Lead HR teams in the communication, education and marketing of the benefits, compensation and recognition programs as part of Kohler’s Total Rewards platform.
• Lead the development of training and education programs designed to communicate all Total Reward programs to build transparency and trust amongst associates.
• Develop, implement and govern Kohler’s global career framework (job architecture) in partnership with the Talent COE.
• Lead the globalization of the Payroll function at Kohler.
• Partner with senior leadership and HR business partners to understand business needs and define and develop the Total Rewards philosophy, vision, and strategy. Effectively incorporate into plan designs the support of short- and long-term business objectives.
• Ensure optimization of current total reward programs and the right mix of offerings are available to attract and retain an innovative, high caliber and diverse workforce.
• Build an appropriate benefits strategy for the company. Define the benefits offerings and designs for the future, addressing the type and level of benefits Kohler should provide considering competitive standards, cost, liability, regulatory compliance, and associate interests.
• Provide leadership in the design and administration of compensation programs and processes, including base pay, merit, long term incentives, compensation planning, and market analysis with a focus on continuous improvement.
• Provide executive compensation guidance by creating compelling compensation offers to secure top management/executive talent and participate as a member of the key executive annual planning process. Prepare and review long-term incentive recommendations with the Compensation Committee of the Board of Directors.
• Prepare Total Rewards updates for executive leadership, Board of Directors and Compensation Committee. Develop materials for Compensation Committee of the Board of Directors.
• Provide strategic direction, functional expertise and support to HR, business leaders and executives regarding HR policy, decisions, and interpretation. Work in partnership with other centers of excellence to provide counsel to the business when developing offer proposals, utilizing external market data and internal compensation analysis tools.
• Partner with the HR IT Leader on the strategy and implementation of Workday and the overall technology platform and the utilization of tools, data and analytics to support the business.
• Lead M&A activity as it related to total rewards assessment, strategy and implementation.
• Develop and participate in compensation/benefits surveys to gain an understanding of market trends and changing conditions. Assess findings and impact on the company.
• Champion the audit of Total Rewards programs through partnership with the compliance function that reviews company policies and procedures for accuracy and adherence to state and local laws.
• Ensure global compliance with all applicable benefits, labor and tax laws and regulations.
• Identify and provide strategic direction and leadership to ongoing Global Shared Services (HR) projects and initiatives and periodically evaluate service operations.