Principal Compensation (878186BR)
- Provides advanced guidance and counsel to business leaders, Human Resources Business Partners, and team members on all aspects of compensation, rewards, and organizational design.
- Functions as a subject matter expert on compensation, including job design, job documentation, job evaluation, salary program development and appropriate federal/state/local laws on all aspects of pay.
- Provides guidance and counsel to other professionals within HR to expand the Compensation knowledge base and competency of team members.
- Develops, fosters, leads, and enhances the customer service, product and service delivery of enterprise-wide and divisional compensation programs to ensure that customer needs are met within appropriate timelines.
- Leads or is solely responsible for all job evaluation activities associated with major division/department reviews, reorganizations and/or mergers, acquisitions, and divestitures. Proactively provides alternative organizational design constructs to optimize the business’ operational performance and deliverables, eliminates waste, and streamlines business performance and outcomes.
- Manages complex ad-hoc compensation projects and initiatives. Projects may include company-wide pay reviews or change to the pay structures.
- Keep current in all aspects of compensation through formal and informal training, participation in local and national professional organizations, continues learning and reading, and general professional curiosity.
- Represents compensation in cross-functional teams as a subject matter expert of compensation and rewards.
- Develops, implements, and validates processes and systems to enhance the compliance and accuracy of all aspects of the job evaluation process.
- Coaches and counsels HRBPs, TA team members, and others within the Human Resources division on all aspects of the Walgreens’ reward philosophy, market pricing, internal equity, job evaluation, broadband structure, salary program design and administration, job titling and all other aspects of compensation to ensure that Walgreens is able to effectively recruit and retain top-tier talent. Understands the business organization structure and culture to best attain objectives and results.
- Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. May meet with senior level executives to present programs, answer questions, and gain approval of compensation programs.
- Leads the conducting or completing of compensation analysis and reporting needed for internal or external audit or compliance or regulatory requirements such as the EEOC and OFCCP.
- Leads in the enhancement of the compensation aspect in HR information systems such as Rate and Status, Organizational Hierarchy, Rate Sheet application, PayReview and Reward to ensure delivery on strategies and initiatives.
About Walgreens Boots Alliance
Walgreens Boots Alliance (Nasdaq: WBA) is a global leader in retail pharmacy, impacting millions of lives every day through dispensing medicines, and providing accessible, high-quality care. With more than 170 years of trusted healthcare heritage and innovation in community pharmacy, the company is meeting customers’ and patients’ needs through its convenient retail locations, digital platforms and health and beauty products.
Including equity method investments, WBA has a presence in more than 25 countries, employs more than 450,000 people and has more than 21,000 stores.
WBA’s purpose is to help people across the world lead healthier and happier lives. The company is proud of its contributions to healthy communities, a healthy planet, an inclusive workplace and a sustainable marketplace. WBA is a participant of the United Nations Global Compact and adheres to its principles-based approach to responsible business.
WBA is included in FORTUNE’s 2021 list of the World’s Most Admired Companies. This is the 28th consecutive year that WBA or its predecessor company, Walgreen Co., has been named to the list.
More company information is available at www.walgreensbootsalliance.com
- Bachelor’s Degree and at least 2 years of compensation experience; OR High School Diploma or GED and at least 5 years of compensation experience.
- Experience with confidentiality requirements associated with the practice of Human Resources, in general, and Compensation, specifically.
- At least 2 years of experience working with and applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, the elements of total rewards, and career ladder concepts.
- Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.
- Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
- Advanced level skill in Microsoft Excel (for example: using AVERAGE function, merging and centering cells, printing centered page and/or creating a pivot table).
- Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
- At least 1 year of direct leadership, indirect leadership and/ or cross-functional team leadership.
- Willing to travel up to 10% of the time for business purposes (within state and out of state).
- Master’s Degree / MBA.
- Experience with incentive compensation plan designs, development, deployment, and measurement.
- Experience with maintaining, administering or using compensation systems, such as Success Factors, and knowledge of HRIS analytics as they pertain to compensation functions.
- Experience evaluating information to determine compliance with standards, laws, and regulations.
- Knowledge of executive compensation, its elements, and the SEC requirements for such plans.
- Experience with basic accounting and financial principals and the requirements of collaborating with Finance on relevant compensation activities.
- Certified Compensation Professional (CCP) as granted by World at Work.