The Vice President, Compensation & Benefits is responsible for driving AARP’s total compensation strategy to support the talent management necessary to achieve organizational objectives. Responsible for providing thought leadership and strategic direction on all compensation and benefit programs and offerings for AARP employees, including design, development, implementation, administration, and continuous improvement of AARP’s compensation and benefits approach. This position reports to the Chief Human Resources Officer and will play a key role within the HR leadership team.
FUNCTIONAL DUTIES
- Researches, assesses, designs, and implements compensation, benefit and retirement offerings that reflect AARP’s total targeted compensation philosophy. Responsible for ensuring that the overall compensation framework is anchored to the marketplace based on AARP’s total targeted compensation philosophy; is flexible to meet internal and external changes; is understandable; and is affordable in the context of approved budgets.
- Ensure clear and consistent implementation of AARP’s compensation framework that aligns to AARP’s compensation philosophy and guidelines. Responsible for annual competitive assessment of all offerings and programs relative to the external marketplace.
- Develops and maintains a complete understanding of the competitive marketplace for compensation, benefits and retirement. Responsible for making the business case for any change in offerings through review, approval and implementation phases.
- Working closely with the CHRO, the Compensation Committee (as needed) and independent external compensation consultants, provides information, perspective and subject matter expertise in the area of executive compensation.
- Partners with internal stakeholders such as, AAPR’s Public Policy Institute, Finance, Legal and other internal constituents to ensure that offerings are consistent with AARP’s public policy and advocacy positions, are legally compliant, and reflect AARP’s budgetary capabilities.
- Responsible for overall compensation and benefit vendor management which includes annual staggered RFP efforts and adherence to service level agreement milestones. Works closely with external consultants to drive long-term strategic change especially in the Benefits and Retirement areas to ensure long-term viability of plans within significant regulatory and financial constraints.
- Serves as a voting member and the Secretary of AARP’s Benefits Committee and retains primary responsibility for agenda content, presentation and all minutes. Responsible for critical annual compensation and benefit activities such as the open enrollment process and the compensation planning process.
- Ensures the organization is fully leveraging its HRIS system’s capabilities as appropriate in the Compensation & Benefits areas.
PEOPLE MANAGER DUTIES
- Establishes and communicates clear performance objectives and expectations.
- Holds employees accountable for achieving results and coaches them on ways to enhance individual performance.
- Provides employees with development opportunities to expand their capabilities by providing real-time experiences and creating an environment of continual learning.
- Motivates employees by acknowledging results and rewarding those contributions appropriately.
- Additionally, as a people manager, the incumbent is expected to develop and exhibit AARP values and competencies, as well as fully participate in all management training initiatives and engage in the following activities:
- Conducts regular one-on-one meetings to assign, manage and review individual work;
- Hosts team meetings to communicate critical departmental and organizational information;
- Enforces compliance with all enterprise policies and guidelines, including timesheet review and approval;
- Manages enterprise assets and budgets.
POSITION COMPLEXITY, INTERACTION AND IMPACT
- This position has a high level of interaction at all job levels across AARP. The primary nature of this interaction is strategic, consultative and advisory. The impact of compensation, benefits and retirement activities and outcomes is quite high especially in terms of compliance risk and the ability to attract and retain talent.
The ideal candidate for this position will have significant compensation and benefits knowledge and practical experience. Additionally, exceptional and proven leadership and people managerial skills are essential for this role. Success will be made possible by effectively partnering with other HR functions (HR Business Consulting Services/Talent Development/Talent Acquisition, and HRIS).
CORE COMPETENCIES
- Experience collaborating, presenting to and working with executive management and Compensation Committee
- Experience evaluating, designing and reviewing Executive Compensation programs
- Exceptional and proven leadership and managerial skills.
- Excellent written and verbal communication skills.
- Exceptional customer focus.
- Strong consultative, influencing, and negotiation skills.
- Ability to manage multiple projects simultaneously in a fast-paced environment while meeting deadlines.
- Ability to work collaboratively and build relationships with internal and external partners and business leaders across the Association.
REQUIREMENTS
- At least ten years designing and implementing in a Compensation and Benefits function with at least seven years of experience providing leadership and management in the Compensation and Benefits function.
- At least fifteen years of experience working in a client facing Human Resources role.
- Master’s degree in Human Resources or Business is preferred.
- Certified Compensation Professional (CCP) and/or Certified Employee Benefit Specialist (CEBS) and/or Certified Executive Compensation Professional (CECP) preferred.
AARP offers competitive benefits with a 401K, 100% company funded pension plan, health, dental, vision and life insurance, STD/LTD, paid vacation and sick, and other benefits.