Manager Executive & Incentive Compensation

Company: UL
Location: Glenview
Posted on: September 11, 2021

Job Description:

Thousands of us around the world wake up every day with a common purpose: to make the world a safer, more secure and sustainable place. Science is in our DNA; we are endlessly curious and passionate about seeking and speaking the truth. We take delight in knowing that our work makes a meaningful contribution to society, and we are proud that our culture is centered on integrity, collaboration, inclusion and excellence. UL stands at the forefront of technological advancement, and we are continually challenged to find new ways to foster innovation and positive change. Satisfying? Yes. Exciting? Absolutely! 

As our global footprint continues to grow, we are looking for a Manager, Executive & Incentive Compensation. This position is responsible for the design, analysis and administration of executive compensation programs and annual and long-term incentive programs to drive competitiveness, engage and motivate leadership talent to drive business results, and reward them for delivering positive outcomes.

• In collaboration with VP Total Rewards, develops short-and long-term incentive compensation strategy and executive compensation programs in alignment with total rewards strategy to achieve business and HR objectives
• Translates business strategy into actionable business requirements, and gains cross-functional support for plans and priorities
• Collaborates with stakeholders to continually improve incentive programs and processes
• Manages work to approved budgets.
• Manages executive and incentive compensation policies and programs
  • Long-term incentive program: manages budgeting; participant award administration and communications; online administration tool and vendor relationship
  • Short-term incentive programs: manages budgeting; administration (in conjunction with annual salary planning); manages payout modeling and target assessment; manages results communication
  • Sales incentive programs: provides oversight regarding governance and job leveling; manages benchmarking approach and interaction with local compensation and HR policies and programs. Works in close collaboration with Commercial Excellence Sales Operations team.
• Oversees compliance of executive and incentive compensation programs with SOX and local, state and federal regulations and directs appropriate courses of action; serves as an escalation point for internal and external audits/inquiries
• Leads global benchmarking strategy for executive and incentive compensation matters. Utilizes data to determine company's overall competitive position.
• Collaborates with Broad-Based Compensation Leader in management of executive job evaluation/leveling philosophy and approach
• Manages executive and incentive compensation benchmarking and evaluation activities, including Compensation Committee-directed efforts
• Directs and interacts with executive compensation consultant on Compensation Committee matters
• Assists with preparation of Compensation Committee meeting materials and prepares supporting analyses
• Manages global communication planning and execution with respect to long- and short-term incentive compensation topics, incorporating linkages with executive and incentive compensation
• Oversees the analysis and preparation of data for corporate financial reports and disclosures
• Serves as a lead subject matter expert on related issues; interacts proactively with executive leadership to ensure programs align with strategic business and HR imperatives.
• Stays current with industry trends, benchmarks, and best practices.
• Ensures strong linkage of executive and incentive compensation programs and practices with performance management philosophy and approach.
• Collaboration with HR leaders to align HR priorities
• Collaboration with business and other functional leaders (Finance, Legal) to align programs and policies with business, financial and legal imperatives
• Represent UL to the external market and provide market intelligence

• University degree in Human Resources Administration, Business Administration, Finance or a related field plus ten years professional experience, or the equivalent combination of education and experience, within executive compensation or a related field, some of which includes executive compensation and experience in preparing board materials.
• Detailed knowledge of technical executive compensation principles and programs and governance; global compensation programs and compensation philosophy
• Compensation certifications (CCP or similar) preferred
• Minimum of 8-10 years of work experience within Compensation and/or Finance, with 5-7 years of technical executive compensation experience with exposure to compensation committee/board matters
• Experience developing and administering executive and incentive compensation programs in large, global, and matrixed organizations
• Experience effectively partnering with HRBP and HR Ops organizations for effective execution of compensation programs
• Excellent verbal and written communication skills
• Ability to succinctly present complex information to variety of different stakeholders, including executive audiences
• Ability to assess complex organizational and business needs and translate into appropriate compensation programs and policies
• Excellent knowledge of Excel, Word, and Power Point

Unique Leadership Skills or Characteristics required for Role

• Problem Solving: Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis using data; looks beyond the obvious and doesn’t stop at the first answers.
• Re-Engineering: Is dedicated to providing the highest quality products and services which meets the needs and requirements of internal and external customers; is committed to continuous improvement through empowerment and management by data; is willing to re-engineer processes from scratch; is open to suggestions and experimentations; creates a learning environment leading to the most efficient and effective work processes.
• Business Acumen: Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.
• Planning: Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measure performance against goals; evaluates results.
• Organizational Agility: Knowledgeable about how organizations work; know how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.
• Analytical Skills – able to critically think through problems and solutions, support their recommendations with data, and analyze complex information into succinct and easy to digest presentations

• Mission: For UL, corporate and social responsibility isn’t new. Making the world a safer, more secure and sustainable place has been our business model for the last 125 years and is deeply engrained in everything we do.   
• People: Ask any UL employee what they love most about working here, and you’ll almost always hear, “the people.” Going beyond what is possible is the standard at UL. We’re able to deliver the best because we employ the best.   

• Interesting work: Every day is different for us here as we eagerly anticipate the next innovation that our customers create. We’re inspired to take on the challenge that will transform how people live, work and play. And as a global company, in many roles, you will get international experience working with colleagues around the world.   
• Grow & Achieve: We learn, work and grow together with targeted development, reward and recognition programs as well as our very own UL University that offers extensive training programs for employees at all stages, including a technical training track for applicable roles.   
• Total Rewards: Total Rewards: All employees at UL are eligible for bonus compensation. UL offers a generous 401k matching structure of up to 5% of eligible pay. Additionally, we invest an additional 4% into your retirement saving fund after your first year of continuous employment. We provide Healthcare Reimbursement Accounts and Health Savings Accounts that UL contributes to twice per year! Depending on your role, you can work with your manager on flexible working arrangements. We also provide employees with paid time off including vacation, holiday, sick and volunteer time off. 

Working at UL is an exciting journey that twists and turns daily. We thrive in the twists and revel in the turns. This is our every day. This is our normal.  

Curious? To learn more about us and the work we do, visit UL.com. 

Keywords: UL, Glenview , Manager Executive & Incentive Compensation, Other , Glenview, Illinois