25 days old

DVP, Global Total Rewards

Spectrum Brands
Middleton, Wisconsin 53562
  • Job Type
  • Job Status
    Full Time
  • Shift
    1st Shift

*Position can be located in Middleton, WI or St. Louis, MO*

Reporting to the CHRO, the Global Total Rewards Lead will serve as a chief subject matter expert, providing strategic leadership for the Company’s global compensation and benefits programs. They must possess deep knowledge and experience in global benefits design and compensation strategy, with demonstrated capabilities in:

  • Creating innovative packages that address improved employee health outcomes.
  • Leading global compensation strategy that address internal equity and external competitiveness and include base salary, incentive compensation, and non-monetary compensation strategies.
  • Developing & implementing both short and long-term Total Rewards strategy and have a demonstrated, successful history of innovation.

Spectrum Brands’ senior leaders take an active role in modeling and shaping our SPB 20/20 strategy and culture. SPB 20/20 is our strategy to build a stronger future with strong brands and exciting innovation as an efficient, global team. By nature of their role, senior leaders have the most power to influence global results and how we achieve them, so their financial and technical acumen is carefully balanced with leadership and engagement skills. Spectrum Brands senior leaders have high expectations for their teams’ behaviors and results, coach teams to success, and role model the behaviors at our core: speak up, take action, grow talent and be accountable.

Primary Duties and Responsibilities

Compensation Management Responsibilities

  • Lead base and total cash compensation, job evaluation, merit and incentive programs, performance management and stock administration, as well as market competitive analyses and procedures to ensure well-designed pay programs.
  • Oversee the review and evaluation of executive compensation, including changes to incentive compensation programs to ensure they are performance driven, market competitive, appropriately leveraged and accurately administered.
  • Accountable for global employee recognition and global mobility programs.
  • Partners with Legal and the CHRO to develop reports and presentations pertaining to the Company’s compensation matters as required for Board of Directors meetings, SEC filings, etc.

 Benefits Management Responsibilities

  • Global oversight of health and retirement programs, assessing competitiveness of the existing benefits programs in light of total compensation and identify, recommend and implement changes to improve effectiveness in hiring and retaining employees.
  • Establish strategies for US employee benefits and retirement plans, to contain cost and improve employee choices and behaviors, as well as oversee compliance with all ERISA fiduciary responsibilities.
  • Oversee the global benefits brokerage program and coordination of renewals with local resources, including market competitiveness studies, re-marketing efforts, cost effective plan design alternatives review and regulatory compliance.
  • Implement global well-being and rewards programs that connect the employee to the Company and community, provide education for physical and financial wellness and improve employee engagement.
  • Serve as a key advisor on the Company’s Retirement Committee.

 Leadership Responsibilities 

  • Build strong relationships and collaborate with all levels of the global organization to ensure total rewards strategies align with and support organizational business and people strategies.
  • Communicate policies, practices and guidelines effectively to all levels of the organization including the CEO and executive team members.
  • Provide consultative technical expertise, advice, and guidance regarding compensation and benefit matters to executives, managers, and human resources.
  • Responsible for developing and delivering strong implementation and change management plans for new and existing program enhancements or changes.
  • Provide ongoing recognition, feedback and development, holding employees accountable for success.
  • Provide leadership to direct reports in the establishment of area plans, short/long term goals.
  • Design functional area infrastructure and changes to supporting processes and systems.
  • Translates the details into the “big picture” to develop and adjust short- and long-term strategies.
  • Provides ongoing recognition, feedback and development, holding employees accountable for success. Create an environment where employee feedback facilitates positive change.
  • Sets objectives to align with broader organizational goals. Breaks down objectives into appropriate initiatives and actions. Stages activities with relevant milestones and schedules. Anticipates and adjusts effective contingency plans.
  • Marshals resources (people, funding, material, support) to get things done. Orchestrates multiple activities simultaneously to accomplish a goal. Gets the most out of limited resources. Applies knowledge of internal structures, processes, and culture to resourcing efforts.
  • Follows through on commitments and makes sure others do the same. Acts with a clear sense of ownership. Takes personal responsibility for decisions, actions, and failures. Establishes clear responsibilities and processes for monitoring work and measuring results. Designs feedback loops into work.
  • Structures the work so it aligns with people’s goals and motivators. Empowers others. Makes each person feel his/her contributions are important. Invites input and shares ownership and visibility. Shows a clear connection between people’s motivators and the organizational goals.


Education and Experience Profile

  • Bachelor’s degree in HR, Business or related field and 15+ years of related experience.
  • Experience overseeing global total reward, benefit and well-being programs including thorough understanding of benefits programs, base pay and incentive programs.
  • Experience implementing successful change management plans, as well as measuring effectiveness of these plans and programs.
  • Proven people leader with strong business acumen, ability to work in a matrix environment.
  • Certified Compensation Professional certification preferred.
  • Experience presenting to executives on all total rewards matters is required.
  • Prior experience serving in an HR Business Partner or equivalent role is a plus.

Required Skills

  • Sound business acumen and well-developed assessment, judgment and critical thinking abilities.
  • Demonstrated ability to influence change within an organization.
  • Good communication and presentation skills providing the ability to communicate effectively with members at all levels of the organization.
  • Outstanding analytical skills and ability to propose effective and practical business solutions.
  • Demonstrated ability to think strategically and thorough understanding of strategic development.
  • Must be assertive, take initiative and be able to propose alternate strategies to meet company demands.
  • Demonstrates strong interpersonal and influence skills in dealing with all levels of management and is effective at developing strong credibility and working relationships.
  • Strong negotiating skills.
  • Ability to work in a diverse, fast-paced, confidential environment and exceptional attention to detail.
  • Experience leading and mentoring a team.
  • Effectively deal with ambiguity.
Posted: 2019-10-23 Expires: 2019-11-22

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DVP, Global Total Rewards

Spectrum Brands
Middleton, Wisconsin 53562

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