Compensation Senior Manager

"I can succeed as a Senior Manager of Compensation at Capital Group."

In the context of continuing global growth and innovation, Capital Group is seeking a Head of Global Distribution Compensation. Reporting to the Global Head of Compensation you will assume leadership of the global distribution compensation function, ensuring that we are able to respond to increased business needs and continue to support our people strategy in a competitive global business environment. You are a visionary compensation leader who understands the future of work and the dynamic evolution caused by workplace trends, competitive talent markets, and increasing globalization and mobility. You demonstrate the ability to shape and articulate Capital Group's unique value proposition in the context of these global trends, and you will be instrumental in helping us build the future of compensation at Capital Group.

• Lead the development and execution of sales & enterprise compensation strategies for the global distribution organization in alignment with the organization's goals, values, and our upper quartile market position.
• Provide strategic and operational leadership in the design, implementation, administration, and communication of distribution compensation programs globally.
• Champion the company's compensation philosophy and partner across Human Resources and the business to ensure compensation programs are designed and delivered in alignment with compensation, total rewards, and HR objectives.
• Build strong relationships within and outside of the Total Rewards team
• and provide consultation and partnership to identify needs and priorities. This may include conducting market research, internal analysis, establishing design principles, building design alternatives, outlining implications through modeling, determining employee and cost impacts, and creating communication and transition plans
• Lead a globally-focused team of compensation professionals driving the firm's business objectives, delivering technical compensation expertise, enhancing associate engagement, and supporting career development.
• Provide ongoing and proactive evaluation of our programs to identify areas of improvement and champion the development and implementation of new compensation programs based on a balance of your rigorous analysis and exceptional judgement.
• Facilitate leader conversations pertaining to organization and job design to identify and scope work, clarify and articulate accountabilities and develop solutions.
• Ensure that stakeholders within HR and the business are equipped with the compensation knowledge and tools to support career progression for high performing talent.
• Stay abreast of industry compensation practices, trends, and policies, assessing, and communicating their potential impact on the business. Stay abreast of relevant legal and regulatory requirements related to compensation practices, ensuring compliance with labor laws, fair pay regulations, and other relevant regulations and legislation.
• Lead complex special projects with multi-disciplinary teams.

• Global Compensation Expertise: 8+ years of extensive compensation experience, ideally in a leadership capacity within asset management or related industries. In-depth understanding of the global market and understanding of compensation trends. Agile compensation professional able to anticipate and deliver on the needs of a sophisticated, and fast-paced business, and possess the ability to simultaneously balance a wide range of projects.
• Leadership & Stakeholder Management: Demonstrated ability to lead a team of compensation professionals. Ability to partner with HR and business leaders through a collaborative and influential approach and communicate effectively across a broad range of stakeholders and provide a highly credible leadership position on compensation-related matters. Excellent communication skills with the ability to distill complex technical compensation concepts into plain English and contextualize for various audiences.
• Innovation and Change Management: Experience leveraging data and analytics to identify trends and provide strategic insight to compensation matters. Demonstrated ability to proactively improve the development of new compensation programs. Well-versed in compensation and HRIS technologies, and able to provide thoughtful recommendations on enhancements to drive scale and efficiency.
• Operational Excellence: Experience leading the job evaluation process and providing competitive analysis of job requirements, responsibilities and compensation. Experience utilizing a consultative and analytical approach to, provide data-backed solutions in support of long-term people and business objectives; proficiency in data analysis and the ability to leverage HR analytics tools.
• Global Mindset: Expertise in navigating compensation at a global scale and a passion for leading and influencing across cultures. Demonstrated experience navigating business dynamics, legislation and regulation at a global scale to provide innovation to unique compensation challenges. Experience working in complex, matrixed, global organizations, ideally with knowledge of the investment management industry.

• Shapes Strategy: Demonstrated ability to use expertise and skills to see the bigger picture; develops ideas and drives consensus in pursuit of positive outcomes for the team and the organization. Anticipates needs and thinks ahead, operates with strong instincts and intuition. Skilled at selling ideas "across" an organization and securing stakeholder buy in and commitment to an initiative.
• Inspire and Influence: Operates with humility and fosters sustainable relationships with stakeholders to identify strategies, explore broader solutions and collaboratively resolve issues. Easily establishes credibility and trust with senior executives and is skilled in communicating ideas in clear, concise manner that resonates accordingly.
• Drive for Results: Takes ownership and "rolls up their sleeves" to meet objectives. Self-motivated, entrepreneurial and creative on how to get things done. Service-oriented and always focused on the ways in which their role enhances client experiences and serves as a growth engine for the organization.
• Build Talent & Teams: Acts as a player/coach, sets and defines a clear strategy and helps teams to understand best practices. Interested and open- minded as it pertains to new ideas, open to constructive challenge and course correction when required.