Overview:

The Compensation Director serves a critical role in shaping and executing AEO’s global rewards strategy. The individual will provide expert analysis on executive, broad based, incentive and equity compensation ensuring alignment with the company’s business objective, culture,  and regulatory requirements. The role serves as the primary point of contact for the HR organization on elements of Compensation strategy and hands-on implementation of compensation-related initiatives.

 

Key responsibilities:

Direct the design, development, implementation, administration, and communication of compensation programs, in alignment with the Total Rewards strategy, supporting organization and business objectives along with maintaining a competitive market position. Scope of the role includes strategy development and implementation of compensation programs for Executive, Corporate, Distribution Center and Store Associates across the US, Canada, and Mexico.  Lead a compensation team with a proven ability to develop team members and drive results.  Lead the execution of compensation processes and initiatives such as annual salary review/merit, variable compensation/incentive plans, equity and other compensation programs. Manage and oversee large scale initiatives involving cross-functional teams. Lead the participation in, analysis and interpretation of market data. Complete special studies and recommendations on subjects such as incentive compensation, bonus plans, or company pay equity. Manage pay strategy/mix for all jobs, ensuring alignment with Total Rewards strategy, market competitiveness and internal comparisons. Partner with HR Business Partners, Finance, HRIS and business owners to implement processes, systems and tools to improve compensation administration, communication and analysis. Help design and facilitate training to educate managers on compensation strategies, practices, and assist in educating on compensation related legal and compliance issues. High level of involvement in regulatory filings to include the Proxy and all executive compensation related filings.  Support communications and change management efforts of Compensation/HR. Ensure proper documentation and audit processes are developed, approved and followed. Partner with key stakeholders and consultants, including Finance, Legal, and HR, to ensure the effective execution of executive compensation programs. Serve as a subject matter expert and trusted advisor to senior leadership.  Serve as an escalation point, owning resolution with HR partners and business leaders. Proactively stay up-to-date on industry and market trends that may impact our ability to attract and retain talent.

 

Qualifications:

10+ years of progressively responsible experience in compensation, preferably in a public company.  Prior compensation experience at a retail organization is strongly preferred. Bachelor's degree in Human Resources, Finance or related field preferred. Certified Compensation Professional certification preferred. Experience to include design and administration of broad based compensation programs and strategy.  Experience leading compensation initiatives such as merit reviews, sales incentive plans, equity and executive plans. Expertise in developing and presenting executive compensation content for Compensation Committees and Boards. Excellent analytical and problem-solving skills, with the ability to synthesize complex data and present it in a clear, actionable manner. Ability to effectively assess and diagnose business needs and develop impactful solutions. Proven ability to engage and influence senior leadership. Proven experience in leading and developing a team, with a strong ability to inspire and drive results. Excellent verbal and written communication to deliver the right message for the right audience. Strong interpersonal, project management, decision-making, and time management skills. Advanced knowledge of Excel and Google products is required. Knowledge and experience with state and federal labor laws and regulations as it relates to  Ability to work in a fast paced environment and respond to rapidly changing demands, priorities, and business needs. A strong understanding of HRIS systems. A broad understanding of the broader Human Resources discipline is helpful.

 

PAY/BENEFITS INFORMATION: Actual starting pay is determined by various factors, including but not limited to relevant experience and location. Subject to eligibility requirements, associates may receive health care benefits (including medical, vision, and dental); wellness benefits; 401(k) retirement benefits; life and disability insurance; employee stock purchase program; paid time off; paid sick leave; and parental leave and benefits. Paid Time Off, paid sick leave, and holiday pay vary by job level and type, job location, employment classification (part-time or full-time / exempt or non-exempt), and years of service.  For additional information, please click HERE. AEO may also provide discretionary bonuses and other incentives at its discretion.