Senior Manager - Compensation
Noble Drilling is looking for a Senior Manager - Compensation to work in Sugar Land office.
This role will serve as the senior lead for the firm wide compensation function.
Drive and oversee the policies, design, development, communication and administration of Noble's compensation programs.
Act as Deputy to the Head of Reward on Executive Compensation and Compensation Committee matters.
ESSENTIAL FUNCTIONS Be the thought leader and design the Company's global compensation programs.
Ensure programs are competitive, balanced and that they are designed to motivate desired behaviors and results that are closely aligned with Noble's business strategies Drive the strategic thinking around - and the development of - compensation policies and procedures Lead key project work for presentation to management, Board and Compensation Committee of the Board Ensure effective coordination of compensation processes and reviews (for salary adjustments/increases, incentives, expatriate packages, etc.
) and be accountable for timely administration, processing and communication Identify resources and oversee participation in compensation surveys utilized to conduct benchmarking, research, and analysis.
Keep human resources leaders and senior management apprised of any findings that may trigger an update or affect strategy Manage Compensation team of analysts, in line with Company's approach to careers, talent, professional development and performance frameworks Identify market trends and lead the team to enable recommendations for appropriate salaries, incentives, allowances and perquisites, in line with applicable governance Take accountability for compliance as a publicly traded company in relation to compensation matters Coordinate and provide information in support of the preparation of the 10-K, Proxy and other filings, prepare and submit SEC filings, coordinate requests to third parties for data to support filings and responses from other internal departments for data request Develop the thinking around compensation data analytics and relevant dashboards for decision making Take accountability, through team and relevant stakeholders, for compensation-related data on Workday being accurate to drive quality reporting and decision-making.
Be a thought leader in the continuous development and improvement of Workday to expand its depth and efficiency as a human resources tool Keep abreast of compensation laws and regulations by researching and attending professional meetings and conferences.
Provide guidance on compliance with compensation laws and regulations.
Other duties and projects as assigned and agreed with Head of Reward QUALIFICATIONS Bachelor's degree in Business or related field and 10
years of compensation experience, either in house or in consulting, including recent experience of working at a senior level for a public company with ambitious strategic deliverables and reporting/compliance requirements Ability to present complex, detailed compensation concepts and market considerations in an approachable way Experience in M&A projects, and/or integration projects at leadership level would be a plus Excellent working knowledge of compensation concepts, laws and regulations, and human resources systems and reporting tools Experience advising on global compensation structures, challenges and opportunities and solving through leadership of a compensation analysts team Experience in the design, development, implementation, and administration of various types of compensation programs including base pay, variable pay and equity incentives.
Advanced skills in Microsoft Office (Word, Excel, PowerPoint) applications, Workday and Express Options experience preferred SUPERVISORYDirect:
Compensation Analyst(s) Recommended Skills Administration Benchmarking Dashboard Data Analysis Decision Making Friendliness Estimated Salary: $20 to $28 per hour based on qualifications.
This role will serve as the senior lead for the firm wide compensation function.
Drive and oversee the policies, design, development, communication and administration of Noble's compensation programs.
Act as Deputy to the Head of Reward on Executive Compensation and Compensation Committee matters.
ESSENTIAL FUNCTIONS Be the thought leader and design the Company's global compensation programs.
Ensure programs are competitive, balanced and that they are designed to motivate desired behaviors and results that are closely aligned with Noble's business strategies Drive the strategic thinking around - and the development of - compensation policies and procedures Lead key project work for presentation to management, Board and Compensation Committee of the Board Ensure effective coordination of compensation processes and reviews (for salary adjustments/increases, incentives, expatriate packages, etc.
) and be accountable for timely administration, processing and communication Identify resources and oversee participation in compensation surveys utilized to conduct benchmarking, research, and analysis.
Keep human resources leaders and senior management apprised of any findings that may trigger an update or affect strategy Manage Compensation team of analysts, in line with Company's approach to careers, talent, professional development and performance frameworks Identify market trends and lead the team to enable recommendations for appropriate salaries, incentives, allowances and perquisites, in line with applicable governance Take accountability for compliance as a publicly traded company in relation to compensation matters Coordinate and provide information in support of the preparation of the 10-K, Proxy and other filings, prepare and submit SEC filings, coordinate requests to third parties for data to support filings and responses from other internal departments for data request Develop the thinking around compensation data analytics and relevant dashboards for decision making Take accountability, through team and relevant stakeholders, for compensation-related data on Workday being accurate to drive quality reporting and decision-making.
Be a thought leader in the continuous development and improvement of Workday to expand its depth and efficiency as a human resources tool Keep abreast of compensation laws and regulations by researching and attending professional meetings and conferences.
Provide guidance on compliance with compensation laws and regulations.
Other duties and projects as assigned and agreed with Head of Reward QUALIFICATIONS Bachelor's degree in Business or related field and 10
years of compensation experience, either in house or in consulting, including recent experience of working at a senior level for a public company with ambitious strategic deliverables and reporting/compliance requirements Ability to present complex, detailed compensation concepts and market considerations in an approachable way Experience in M&A projects, and/or integration projects at leadership level would be a plus Excellent working knowledge of compensation concepts, laws and regulations, and human resources systems and reporting tools Experience advising on global compensation structures, challenges and opportunities and solving through leadership of a compensation analysts team Experience in the design, development, implementation, and administration of various types of compensation programs including base pay, variable pay and equity incentives.
Advanced skills in Microsoft Office (Word, Excel, PowerPoint) applications, Workday and Express Options experience preferred SUPERVISORYDirect:
Compensation Analyst(s) Recommended Skills Administration Benchmarking Dashboard Data Analysis Decision Making Friendliness Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
