Director, Compensation

Job Description:

As a Director of Compensation at Fidelity, you will lead compensation initiatives and programs, and work in partnership with the HR team to design, deliver and recommend solutions that meet the short and long-term needs of a diverse suite of Fidelity’s business and support groups.

In this role, you will be a subject matter expert on the HR team, advising HR partners and senior leaders to deliver pay programs and solutions in support of strategic objectives. You will contribute to and benefit from Fidelity’s broader compensation community where we shape the future of compensation and continuously develop, improve and share the strategies and resources that benefit our businesses, leaders and associates in achieving their goals.

The Team

The Compensation team is part of the Fidelity Wealth Human Resources organization, consisting of associates who work in Line HR, Sales Operations and Compensation, Strategy and Planning, Talent Acquisition, Talent Management, Learning & Development, HR Operations and Communications. We are key business partners to these colleagues and work with them to deploy and support business specific and central compensation programs and initiatives.

The Expertise You Have

• Bachelors or equivalent
• 8+ years of experience in compensation/sales compensation and/or finance/business preferred
• Strong executive presence
• Ability to work across a large organization and implement quickly against multiple priorities

Note: Fidelity is not providing immigration sponsorship for this position

The Skills You Bring

• You have designed, developed and led a variety of compensation programs and processes including base salary, variable pay programs, compensation strategy and competitive pay analysis
• You are an expert with the full spectrum of approaches and tools used for compensation-related market research, modeling and analysis
• You have deep analytical skills with an ability to break down complex questions / data into well-structured analyses, and synthesize key points
• You effectively manage concurrent programs, processes and initiatives collaborating with and influencing a wide range of stakeholders, and have a proven ability to think end-to-end about the work to be implemented
• You have expertise with Microsoft Excel analysis and experience with various HR database applications
• You have the expertise, confidence and skill to develop and deliver formal and informal reports, presentations and communications to executive audiences
• You are passionate about building consultative partnerships with HR, Finance and senior business leaders
• You enjoy working on initiatives and programs that often extend beyond the local team and business unit

The Value You Deliver

Client Support/Relationship Management: Provide consultation, coaching and sophisticated advice to Line HR and senior business leaders on complex compensation issues. Conduct analysis to address compensation issues, projects or initiatives. Complete pay recommendations for senior level offers. Participate in the design & delivery of manager and HR training to increase the understanding of our compensation philosophy, strategies, programs and decisions.

Workforce Analytics: Work closely with HR partners to better integrate HR data and Compensation analytics in support of workforce plans and business practices. Develop impactful data visualizations for HR partners and leaders to enable better insights and decisions.

Program Design: Partner with Finance/Variable Compensation teams to design and develop Wealth-specific incentive plans and support formal plan governance and oversight activities. Represent the voice of the customer in the design of enterprise-wide pay programs and lead the design for client pay programs. Identify and implement creative and/or innovative pay solutions to address pressing business needs (e.g. retention).

Performance/Pay Cycle Management: Serve as the primary contact for Line HR for annual Performance/Pay cycle administration activities. Inform, manage and measure operational cycle components. Provide issue resolution, support reporting and analysis.

Collaborate with Enterprise Compensation to establish shared reporting requirements. Work in close partnership with Line HR and Finance/Variable Comp teams to support variable bonus cycles.

Market Data Management: Use industry expertise to act as the subject matter expert on surveys, data and tools. Lead competitive assessments using market analysis and your deep understanding of data across Fidelity to define peer groups and formulate strategic recommendations. Coordinate job matching process, review data when surveys are complete and analyze market survey data trends.

Consult with and present with confidence to senior leadership.

Certifications:

Category:Human Resources

Fidelity’s hybrid working model blends the best of both onsite and offsite work experiences. Working onsite is important for our business strategy and our culture. We also value the benefits that working offsite offers associates. Most hybrid roles require associates to work onsite every other week (all business days, M-F) in a Fidelity office.