Job Description

As an S&C Electric team member, you'll work on projects that have real-world impact. You'll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We're big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively.

Join S&C to make an impact on tomorrow's energy challenges and become an employee-owner!

Hours

• 8:00 am - 5:00 pm (Mon-Fri) Hybrid

Compensation

At S&C, we are dedicated to providing competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position in the United States is $220,770 - $292,549.40. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C's annual incentive plan (AIP), subject to eligibility criteria.

Join Our Team as a Senior Director-Global Total Rewards!

The Global Total Rewards team is responsible for shaping and implementing S&C's comprehensive team member total rewards strategy with the aim of attracting, retaining, and motivating top-tier talent across global operations. The function focuses beyond base compensation and benefits to create an all-encompassing employee value proposition, including incentive programs, retirement programs, unique perks, and professional development opportunities in a performance-driven culture.

The Senior Director-Global Total Rewards is responsible for leading the strategic direction of S&C's global total rewards landscape, encompassing benefits, compensation, retirement programs, and other perks. This pivotal role involves crafting and leading the overarching strategy and driving the design, implementation, and administration of total rewards programs. The Director ensures internal equity, external competitiveness, and compliance with regulations and policies. The Senior Director is also responsible for leading the shared services team.

Key Responsibilities

• Global Total Rewards Strategy: Develop and deploy a holistic global total rewards strategy aligned with the company's overarching business goals and objectives. Recommend specific strategic objectives tailored to the organization's global total rewards requirements, addressing current needs and anticipating future demands. Articulate and execute strategies and programs that optimize the company's total rewards framework, ensuring internal equity and external competitiveness. Develop and communicate comprehensive global pay policies that articulate and guide the organization through S&C's total rewards strategies, encompassing various components such as compensation, benefits, and recognition. Regularly assess the effectiveness and impact of total rewards efforts, fostering a continuous improvement mindset to enhance organizational success and align with evolving business dynamics.
• Strategic Total Rewards Partnership: Collaborate closely with functional leaders to align total rewards strategies with organizational objectives and support organization-wide workforce planning. Build robust crossfunctional relationships, acting as a strategic advisor to executives, the Board of Directors, HR Compensation Committee (HRCC), and other key stakeholders on total rewards and providing insights on policies and industry trends. Refine program structures based on executive feedback and offer recommendations to optimize total rewards strategies. Facilitate ongoing communication between the total rewards team and functional leaders, ensuring alignment with organizational goals.
• Shared Services Organization Leadership: Leadership of the Shared Services/Benefits Services team.
• Financial Reporting: Partner with the finance team to develop and maintain comprehensive financial reporting for global total rewards programs. Ensure accurate tracking and reporting of total rewards expenses, providing valuable insights to support strategic decisionmaking. Collaborate on budgetary planning, forecasting, and financial modeling related to total rewards initiatives. Establish and maintain key performance indicators (KPIs) for financial metrics, presenting findings to leadership. Drive financial transparency and accountability within the total rewards function, fostering a collaborative approach to optimize the impact of compensation and benefits programs on the organization's financial goals.
• Performance Management: Partner with Talent Enablement to support the annual compensation planning cycles, including merit awards and shortterm incentive awards. Ensure compensation plans are delivered within budget.
• Retirement Program & KSOP: Responsible for the comprehensive oversight and management of the company's Global retirement programs, including the KSOP. This includes ensuring legal compliance, overseeing financial aspects, managing vendor relations, communicating program details to employees, conducting data analysis for performance assessment, and implementing changes seamlessly.
• Executive Compensation Planning: Lead executive compensation planning, including benchmarking and competitive analysis and annual compensation planning cycles, including merit awards, shortterm incentive awards, and Stock Appreciation Rights (SARs) awards. Administer the Stock Appreciation Rights (SARs) program, including management of the relationship with Global Shares regarding SARs plan administration, and serve as a liaison to participants in the plan.
• Compensation Committee Support: In coordination with the Chief Human Resources Officer, support activities of the Board HR Compensation Committee. This includes leading discussions, providing insights, coordinating the preparation of materials for Committee meetings, ensuring alignment of total rewards strategies with the company's overall strategic direction, and addressing any committeespecific requirements.
• Total Reward Program Leadership: Act as a primary consultant in a number of other total rewards initiatives, including sales compensation, mobility, the disability process, benefit offering changes, total reward communications, and more.
• Budget Management: Develop and manage the global total rewards budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives.
• Change Management: Develop a practical approach to leading change and support departmentwide, largescale initiatives through change management interventions.
• Leadership & People Management: Lead, inspire, and develop a highperforming team. Rolemodel appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony, and support a positive, healthy, and inclusive workplace culture in accordance with S&C's mission, vision, values, and guiding principles. Manage departmental teammember processes including but not limited to recruitment, induction, vacation management, performance reviews, performance management, and workforce/succession planning. Proactively establish, monitor, and hold team members accountable to clear responsibilities and accountabilities, provide ongoing performance feedback, address performance gaps promptly, and recognize and reward achievements. Foster a culture that supports the growth and development of team members and proactively train, mentor, and coach team members.
• Compliance: Understand and comply with all applicable regulations and Company policies.

What you'll Need To Succeed

• Bachelor's degree in Business Administration, Finance, Human Resources, or an equivalent field
• Demonstrated success in overseeing a global compensation function in a midsize to large company or recognized compensation consulting firm
• Track record of possessing a creative, analytical thinking and resultsdriven orientation demonstrated through the ability to draw conclusions and trends from data analysis. Ability to conduct and interpret complex analyses and reporting requirements to determine efficient solutions
• Excellent knowledge of global benefits and compensation systems and HR technology. Effectively applies knowledge to decisions affecting plan design and the impact of those plans on other areas of the business
• Excellent consultancy skills and ability to consult at all levels of the organization on issues and decisions that require extensive knowledge of compensation strategies, policies, programs, and practices. Ability to implement a new strategy and sell ideas and concepts
• Ability to act as a deep subject matter expert on executive compensation. Experience in creating and delivering presentations with confidence. Experience in compiling executive ready material for HRCC meetings
• Excellent understanding of financial reporting requirements and the ability to analyze complex financial models. Demonstrated experience in managing an ESOP or similar program with a sound understanding of the importance of finance internal controls, capable of identifying, evaluating, and documenting internal controls
• Excellent leadership skills with an ability to lead, guide, motivate, and dele]]>

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