Why Endo?

We want the best and brightest people at Endo to help us achieve our mission to develop and deliver life-enhancing products through focused execution. Our nearly 3,000 global team members understand the important role we play in delivering healthcare and are dedicated to supporting each other as we work to bring the best treatments forward. Our shared values of Integrity & Quality, Innovation, Drive, Collaboration and Empathy guide our team and enable us to deliver upon our vision of helping everyone we serve live their best life.

At Endo, we are building a diverse, equitable and inclusive workplace, and we are looking for talented individuals to join our team.

Job Description Summary

This position plays an important leadership role in shaping the culture of Endo by reinforcing the alignment of goals and objectives and results-based rewards. This role provides broad-based compensation support for Endo’s programs and helps to embed the value of recognition (cash and non-cash) through the development of programs, education and management tools so that employees are engaged and valued for their contribution.

This position participates in the design, communication and administration of cash compensation programs, short term incentives, long term equity awards and recognition programs for all employees. This position provides consultative support in areas including job design, job evaluation, executive compensation, and sales incentives. This position will provide support for board or executive leadership material preparation on subjects specific to compensation.

Enhances workforce effectiveness by evaluating new or revised jobs, analyzing employee competitiveness and making recommendations to client HR and management. Working with cross-functional project teams, provides leadership in developing new career structures that align with our peer market and address client needs. In collaboration with HR Operations and HR business partners, plans and administers the annual compensation program, ensuring that client data and reporting needs are satisfied.

Ensures through audits, reports and personal contact that compensation activities are consistently administered in compliance with Company policies and government regulations.
• Manages policies, processes and practices relative to
o Base pay of approximately $117 Million
o Incentive Compensation of approximately $11 Million
o Stock Compensation of approximately $12 Million.

Job Description

Scope of Authority - span of control (work unit, site, department, division, etc.), monetary value of budget/spend authority ( capital, operating, etc.), P&L responsibility, etc.

Contributes on enterprise-wide compensation programs and processes and has responsibility for a subset of Endo’s clients/businesses

Key Accountabilities - key outcomes/deliverables, the major responsibilities, and % of time

Accountability

Responsibilities

% of Time

Client & Compensation Support

Plans, develops, and implements new and revised compensation programs, policies, procedures, in support of Endo’s strategic business objectivesOperates as an internal consultant to provide broad-based compensation and policy guidance to HR business partners and client groups.   Provides accurate, relevant and timely information and assistance to internal clients, striving to maintain the highest quality and customer service standardsAnalyzes, recommends, communicates, and administers cash compensation programs (such as market rate adjustments) and short term incentives for client groupsWorks with cross-functional project teams to develop new career structures that align with our peer market data and address client needsEducates client managers and employees about compensation philosophy, pay for performance, etc.

15%

Employee Recognition

Manages Endo’s Employee Recognition program

Working with the external vendors, ensure that data, programming, and communications are in alignment with Program parametersPrepares employee communicationsPrepares and communicates annual budgets

15%

Executive Compensation & Equity

Responsible for NEO analyses and reporting (interim & Proxy)Analyses executive benchmark matches and prepares compensation reports for CEO and Board reviewAnalyzes and audits equity usage, overhang & burn rates.  Prepares sophisticated equity analyses, projecting impact and value of upcoming vesting

10%

Job Analysis

In partnership with Compensation colleague, ensures that job data and reliable reports are availableExercises judgment in assessing job comparability and the relevance and quality of the available data; ensures jobs are aligned to the appropriate survey data cutOversees the preparation of survey reports and queries for annual survey submissions

10%

Survey Submissions & Analysis

Acts as point person with survey representatives, participates in benchmarking surveys, and analyzes resultsGenerates reports of survey results from third-party survey websitesAnalyzes market data on an annual basis to determine market trends

10%

Annual Compensation Program

In collaboration with HR Operations and HR business partners, plans and administers the annual compensation program, ensuring that client data and reporting needs are satisfiedPrepares Reporting templates that facilitate decision-making and recommends process improvements

20%

Continuous Improvement

Participates in the development of new or revised processes to improve systems, procedures, and guidelines of compensation programs to ensure they are internally equitable, externally competitive, and in compliance with government regulations and Company policies

10%

Initiatives

Participates in the redesign, communication and administration of cash compensation programs, short term incentives, long term equity awards and recognition programs for all employeesProvides compensation support of acquisitions and divestitures as required

5-10%

Compliance

Administers compensation in compliance with applicable laws and regulations such as FLSA, Title VII, Equal Pay Act, Americans with Disability Act, etc.

continuous

Other duties as assigned

Total

100%

Qualifications

Education & Experience

Minimal acceptable level of education, work experience and  certifications required for the job

BA/BS degree plus a minimum 8 years progressive experience in compensation or related areas in a medium-to-large organization, including extensive use of market data and analytical work; advanced degree is a plusOr, relevant Master’s degree plus a minimum of 6 years progressive experience in compensation in a medium-to-large organization, including extensive use of market data and analytical workExperience analyzing cash compensation programs, short term incentives, long term equity awards and recognition programs; designing program is a plusCertified Compensation Professional (CCP) strongly preferred; SPHR and other HR-related certifications a plus

Commitment to Diversity, Equity, and Inclusion:  

At Endo, our diversity unites and empowers us as One Team, and we are committed to cultivating, and valuing, each person’s unique perspective. We actively promote a culture of inclusion that draws strength from our broad spectrums of diversity, including race, ethnicity, religion, gender identity or expression, national origin, color, sexual orientation, disability status, age, and all our other unique characteristics, qualifications, demonstrated skills, achievements, and contributions, backgrounds, experiences, cultures, styles, and talents.

EEO Statement:

At Endo, we firmly believe in the principles of equal employment opportunity and strive to create an atmosphere where all employees, regardless of their race, color, creed, religion, sex, gender identity or expression, sexual orientation, national origin, genetics, disability (including pregnancy), age, or military or veteran status, feel valued, respected, and empowered. Our commitment to EEO extends to every aspect of employment, including recruitment, hiring, training, promotions, compensation, benefits, transfers, terminations, and all other employment practices. We are dedicated to ensuring that all employment decisions are based on qualifications, skills, and merit.