Director, Compensation

The typical starting salary range for this role is determined by a number of factors including skills, experience, education, certifications and location. The full salary range for this role reflects the competitive labor market value for all employees in these positions across the national market and provides an opportunity to progress as employees grow and develop within the role. Some roles at Liberty Mutual have a corresponding compensation plan which may include commission and/or bonus earnings at rates that vary based on multiple factors set forth in the compensation plan for the role.

Depending on location, this may be a hybrid position (2 days in office) if you are within 50 miles of the following locations: Boston MA, Portsmouth NH, Seattle WA, Indianapolis IN, Columbus OH, Plano TX. Otherwise, this is a remote opportunity. There will be occasional business travel.

Summary:

This highly visible and impactful role will directly lead in the development and execution of all key compensation deliverables for Liberty Mutual’s Compensation Committee and Board of Director meetings. Reporting to the Sr. Director, Compensation, this role will closely partner with several internal and external teams and stakeholders to bring the company’s compensation strategy and other key projects and initiatives to life through effective storytelling to the Compensation Committee and Board of Directors.

More broadly, the Director, Compensation shares in the management of team activities to include among the following: compensation plan and program strategy and design, executive compensation plan and program design and administration, enterprise job architecture design and oversight, understanding and addressing governance and regulatory requirements and deliverables including all compensation deliverables for each Board of Director and Compensation Committee meeting, compensation advising and consulting, as well as responsibility / support for global Compensation systems and technology solutions. Partners with internal and external stakeholders, including senior leaders across the enterprise. Provides thought leadership, expertise, and oversight to develop and deliver pay programs and solutions that support business goals.

Responsibilities:

• Responsible for all compensation-related deliverables for each Board of Director and Compensation Committee meeting in partnership with key internal and external teams and stakeholders including Compensation, Legal, Corporate and Business Unit Finance, Investments, Strategy and Alignment, external consultants, and other teams/groups as needed.
• Responsible for establishing the meeting agenda for each Compensation Committee meeting and developing the strategy / presentation content and format for all relevant materials.
• Coordinates and establishes a cadence and sequencing for all planning and preparation meetings leading up to each Compensation Committee, leading in presenting materials where appropriate and responsible for all pre-read/pre-meeting materials.
• Specific and notable materials and deliverables that this role will be directly accountable for include but are not limited to ELT Total Remuneration summaries, Global Incentive Plan Risk Review, Compensation Strategy and Design materials, short and long-term incentive plan parameters and payout summaries, ELT compensation recommendations, and executive compensation disclosures.
• Collaborates on compensation-related communications to ensure messaging aligns with and reinforces pay program goals and Liberty’s strategic and business priorities.
• Responsible for the administration of all Board of Director Compensation plans and programs including being the main point of contact to all Board members on questions regarding their Board Compensation. On an ongoing basis, partners with external consultants to review Board Compensation plan design to ensure alignment to market.
• Drives and leads the design, development, implementation, and oversight of aligned areas of compensation work among executive compensation and broad-based compensation including executive market analysis, benchmarking and job pricing.
• Research external compensation trends, conducts benchmarking, and makes recommendations to support competitive positioning and alignment with Liberty’s business and talent objectives.
• Collaborates with peers and leads through direct reports to ensure deliverables are met on time and in support of business priorities. Provides guidance on escalated and/or complex issues.
• Manager role accountable for People Leader commitments to make a positive impact on the direct and broader Compensation team as well as on the business.
• Builds and cultivates relationships across the organization to inform compensation work, influence leadership, and advocate for change.
• Keeps apprised of regulatory changes at the federal, state, and local levels with impact on compensation programs and practices. Anticipates and addresses appropriate changes to ensure compliance.
• Manages vendor relationships, as relevant. 

• Expert knowledge of compensation programs and practices including governance and regulatory compliance requirements, and prior experience supporting Compensation Committee and Board of Director meetings and deliverables.
• Excellent interpersonal, written, and verbal communication skills; strong presentation skills.
• Strategic thinker, with the ability to articulate and recommend changes to senior leaders.
• History of successful interaction and influence with a wide range of stakeholders.
• Strong experience in project management including scoping, planning and execution.
• Demonstrates a high level of business, analytical, systems, and financial acumen.
• Strong problem-solving capabilities, including the ability to clearly define problems, collect data, draw conclusions, and influence others to implement recommendations.
• Ability to work well in a fast paced, time sensitive environment. Attention to detail and deadlines; ability to manage multiple initiatives.
• Competencies typically acquired through a bachelor’s degree (preferably in Human Resources or Business Administration) or equivalent experience, in addition to 10+ years of relevant and progressively more responsible compensation experience; to include prior experience working in a successful leadership and/or management capacity.

As a purpose-driven organization, Liberty Mutual is committed to fostering an environment where employees from all backgrounds can build long and meaningful careers. Through strong relationships, comprehensive benefits and continuous learning opportunities, we seek to create an environment where employees can succeed, both professionally and personally.

At Liberty Mutual, we believe progress happens when people feel secure. By providing protection for the unexpected and delivering it with care, we help people embrace today and confidently pursue tomorrow.

We are proud to support a diverse, equitable and inclusive workplace, where all employees feel a sense of community, belonging and can do their best work. Our seven Employee Resource Groups (ERGs) offer a centralized, open space to bring employees and allies together to connect, learn and engage.

We value your hard work, integrity and commitment to make things better, and we put people first by offering you benefits that support your life and well-being. To learn more about our benefit offerings please visit: https://LMI.co/Benefits

Liberty Mutual is an equal opportunity employer. We will not tolerate discrimination on the basis of race, color, national origin, sex, sexual orientation, gender identity, religion, age, disability, veteran's status, pregnancy, genetic information or on any basis prohibited by federal, state or local law.

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