The Vice President of Compensation & Rewards Partner for Support Functions, Technology, and Operations will be responsible for the partnering with HR and business leaders to design and deliver compensation programs/solutions in the business lines supported. Additional responsibilities include:

Implement and execute the bank’s incentive governance framework for all business incentive compensation plans in assigned client groups
Manage the incentive design process for the business lines’ incentive and commission plans, partnering closely with the business, finance, compliance, risk and the HR business partner as needed
Research and resolve compensation related issues and propose alternative solutions and guidance. Recognize need for escalation
Ensure compliance with all relevant regulations (e.g. FLSA) in assigned business lines
Provide thorough analysis and review on all FLSA issues
Enhance and implement the Bank’s market data approach. Conduct detailed market pricing and specialized analysis for assigned areas
Participate in the annual market survey process
Support the design of innovative compensation solutions to support assigned business lines, and provide compensation consulting to influence decision making
Execute the annual pay review process effectively for assigned business lines
Participate in the annual Focal Review process, determining key dates and events and provide business unit support
Manage and support strategic projects for total rewards globally
Manage outside vendor relationships as appropriate
Manage internal vendor management and internal and external audit requests

Expected Functional Skills

Understanding of the financial services regulatory environment
Knowledge of FLSA and other applicable regulations
Expertise in gathering compensation-related market and competitive intelligence including utilization of market surveys and market trends
Proven ability to interpret and analyze compensation and labor market data to assess: comparable worth; benchmarking; internal alignment; external competitiveness
Extensive knowledge of compensation philosophies/programs; compensation plans (salary; cost-of-living adjustment; merit increase; bonus structure; domestic workers; global workers; expatriates; executives; part-time employees)
Advanced knowledge of deferred compensation; direct and indirect compensation
Extensive knowledge of pay practices and issues: pay increases; base pay; pay levels; variable pay; pay compression; pay equity; pay transparency; market data
Expertise implementing and tracking relevant compensation metrics and benchmarks (compa-ratio, etc.)
Experience using Workday and Anaplan preferred

Expected Foundational Skills

Operates strategically to support a culture of continuous improvement and systems thinking
Monitors industry trends and best practices and applies insights to advance the business
Exhibits and fosters optimism, resilience, flexibility, and openness to others' ideas

Expected Work Experience & Education

B.A. or B.S., degree required
5 plus years minimum of relevant work experience required
Knowledge of the Corporate Support Functions compensation and buyout processes, compensation design, governance and process/project experience
Strong working knowledge of base pay, total compensation, organizational job review and structuring, external market data analysis, and compensation regulations
Experience designing and implementing compensation solutions/programs
Senior management committee support experience a plus

MUFG

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