Global Rewards Strategist

Our client, a worldwide frontrunner in manufacturing, excels in providing cutting-edge, superior-quality solutions across sectors like healthcare, hygiene, and consumer goods. With a deep-rooted dedication to sustainability, operational precision, and client satisfaction, they strive to positively influence communities across the globe.

The Global Rewards Strategist will be instrumental in crafting and driving compensation strategies on a global scale, ensuring HR systems and analytics align seamlessly with the company’s ambitions. This role focuses on creating and overseeing competitive reward programs to attract, retain, and inspire exceptional talent in varied markets. Our client seeks a visionary leader skilled in global compensation practices, HR system optimization, and data-driven insights.

Key Responsibilities:

• Collaborate with regional HR teams to guarantee smooth delivery of compensation initiatives worldwide.
• Leverage sophisticated analytics to decode compensation data and deliver actionable insights to senior leadership.
• Manage the annual salary review and bonus cycles, providing training and clear communication to HR colleagues.
• Lead efforts to enhance the Workday HRIS, boosting data accuracy, reporting capabilities, and usability.
• Contribute to acquisition integrations and support global HR initiatives, including board presentations and related duties.
• Develop and track HR metrics dashboards to guide decisions on rewards, engagement, retention, and compliance (EEO, AAP).
• Design and roll out new compensation policies that reflect market dynamics and organizational priorities.
• Ensure global reward programs comply with company standards and regulations (e.g., incentives, sales plans, merit cycles, shift premiums, geographic adjustments).
• Provide guidance on job benchmarking, promotions, transfers, and organizational restructuring.

• Bachelor’s degree in HR, Business, or a related discipline.
• Strong organizational and analytical abilities with a keen eye for detail.
• 5-7 years of HR experience, specializing in global compensation, analytics, and system administration.
• Proficiency with HRIS platforms (Workday experience is a plus).

Preferred:

• Background in manufacturing or multi-location enterprises.
• SHRM-CP or PHR certification.

Key Competencies for Success:

• Exceptional communication and relationship-building skills to connect with stakeholders at every level.
• Proven leadership in steering cross-functional projects.
• Expertise in managing HRIS platforms, particularly Workday.
• Capability to develop reward strategies that support business goals.
• Skill in analyzing and simplifying complex compensation data.
• Aptitude for working across regions and departments to promote data-informed decisions.

Salary Range: $105k–$115k

Bonus: 10% annual Short-Term Incentive Plan (STIP)

Benefits: 401k, Comprehensive Healthcare (Medical, Vision, Dental), Paid Time Off

Equal Employment Opportunity and Non-Discrimination Policy 

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status. 

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected. 

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.  

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location. 

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. 

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable. 

Privacy and Pay Equity: 

• California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com. 

• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available. 

• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws. 

State-Specific Information: 

• Rhode Island: We do not request or require salary history from applicants. 

• Connecticut: We provide wage range information upon request or before discussing compensation. 

• New Jersey: We do not inquire about salary history unless voluntarily disclosed. 

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process. 

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law. 

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate. 

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.