Erin V.
Our ideal candidate has leadership experience and has worked with executive compensation and/or sales compensation plans. It is also important to have the ability to influence and persuade, and be able to connect compensation to diversity, equity, and inclusion work. 

Who we are:

CUNA Mutual Group is a financial services, investment and insurance company with the mission to help people achieve financial security. We believe that everyone deserves access to a brighter financial future and we meet people where they are, ready to help them open doors to new opportunities. Our employee experience team is a group of high performing people with a passion for HR enabled solutions. The leader of our compensation team is a true partner with strong leadership, analytical and consulting skills. We are a team that takes care of each other personally and professionally. We believe in, and model, high performance, growth and development, work-life balance, and having fun at work.

Who you are:

You are at your best when you are leading a team of highly talented individuals. You are passionate about all aspects of compensation both technical and strategic. You enjoy working with external consultants who round out our depth of expertise. You are energized by compensation strategy, corporate and sales incentive plans, working with senior leaders, and developing your team. You believe in creating a culture of compensation transparency and simplifying our complex world so everyone can understand their pay. You are passionate about diversity and inclusion, specifically pay equity. You know that compensation makes a difference and believe in your team’s ability to drive that.

Job Purpose:

Provide leadership for the design, development, administration and communication of compensation programs for all levels of employees. Ensure internal and external market equity, and support the strategic and business goals of the company through compensation strategies. Responsible for efficient operational processes and tools, and ensuring regulatory compliance. Responsible for the management and development of the compensation staff.

Job Responsibilities:
  1. Lead the development and implementation of compensation strategy that supports:
    • company strategy and goals,
    • internal/external equity
    • effective utilization of systems and tools
    • base pay programs
    • annual, long-term, and sales incentive plans
    • employee understanding of plans
    • consistency of application
    • effective use of consultants
  2. In conjunction with executive leadership; sets compensation policy direction for the company and all affiliates and subsidiaries. Includes all cash compensation plans (base salary, incentives, sales incentives, lump sums, etc).
  3. Consult with HR partners and business leaders on the alignment of compensation programs with business strategies and issues of pay.
  4. Provide leadership over the design and development of all sales incentive plans. Work in conjunction with business and finance to ensure the plans are market competitive; internally equitable and helping drive business results.
  5. Administers Executive Compensation and special pay programs such as the Long-Term Incentive plans and assists with executive compensation programs and preparation of materials for the Board meetings.
  6. Stay abreast of all legal issues surrounding compensation plans and ensure that company programs are in compliance with local, state, and federal laws. Conduct on-going research in the Compensation area to keep abreast of best-in-class practices and emerging Compensation trends. Establish and maintain professional relationships with counterparts in the industry and community. Works closely with internal legal and finance partners.
  7. Serve as a compensation expert resource for complex issues; provide technical advice in the interpretation of compensation policies and procedures to drive consistent and equitable administration throughout the organization. In collaboration with HR Business Partners, develop and implement ongoing communications and training about compensation programs and services to ensure leaders, employees, and the HR community understand compensation fundamentals, the company's compensation philosophy, and our compensation processes.
  8. Provides other HR team members and managers with the framework and training to empower them to make decisions on routine to less complex compensation issues.
  9. Develop and coach a team of compensation professionals. Define annual objectives and cascading goal alignment for the Compensation team. Set top-performance expectations and drives consistent standards of responsibilities and performance.
Job Requirements:
  • Bachelor's degree in Human Resources, Finance, Business or equivalent trade-off in related professional work experience. MBA or Certified Compensation Professional is desirable but not required.
  • Must be able to effectively delegate, coach and develop others; Confident leader who knows when to lead and when to allow others to step to the forefront. Must be able to lead the function as an integral part of a broader human resources team. Flexibility to work effectively within a variety of situations and with individuals or groups.
  • Ability to apply analytics and thought leadership to conceptual/strategic issues as well as to implementation (tactical); balancing the need to consider the “what” with the “how”. Understand and articulate the impacts of decisions beyond what is immediately visible.
  • Demonstrated effectiveness communicating with senior-level executives.
  • In-depth understanding of technical applications in the compensation discipline, including spreadsheet and database software tools.
  • Knowledge of legislation relating to Compensation, such as the Fair Labor Standards Act (FLSA), Equal Pay Act, American with Disabilities Act (ADA ), Lilly Ledbetter Act, etc.
  • High-level communication (verbal and written), relationship, negotiation, and influencing skills at the executive level. Presence with HR business partners, executives, and other senior leaders required.
  • Able to influence, persuade and to shape the behavior and thinking of others.
  • Proven effective project management skills demonstrated self-initiative, drive, ability to meet deadlines and perform under pressure. 
0 0