Job Description:Job Summary (General Responsibilities): Manage the global compensation function including base pay practices, bonus program development and administration, and long-term incentive rewards such as stock option plans.
Plan, develop, and implement new and revised compensation programs, policies, and procedures, including the performance review and merit-rating programs, to be responsive to the Company’s goals and competitive practices.
Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and legal compliance.
Partner with Senior People Technology Analyst and Compensation & People Technology Analyst to identify and troubleshoot any Human Capital Management (HCM) issues or errors that may occur and work with the various teams to resolve.Specific responsibilities include:Responsible for the management and administration of the global base pay practices, bonus programs, merit increases, and stock option grants.Responsible for the review and implementation of new and revised compensation programs, policies, procedures, in order to be responsive to the Company’s goals and compensation objectives.Actively participate in the development of a corporate compensation philosophy.Lead the efforts to integrate the compensation programs of Belkin, FIT, Linksys, Phyn, and any future merged/acquired programs.Develop and participate in compensation surveys to analyze the Company’s competitive position.Monitor the effectiveness of existing compensation policies and guidelines.
Recommend revisions and/or new plans that drive the business forward, are cost-effective, and are consistent with compensation trends.Ensure compensation programs are consistently administered and in compliance with federal and state laws governing both compensation and benefits practices. Review offer packages and proposed salary adjustments to ensure they are market competitive and conform to internal guidelines and make recommendations for corrective or alternative actions to resolve compensation-related issues.Partner with People teams, finance, and business leaders globally to implement programs and to ensure compensation plans enforce a pay-for-performance culture.Supervise and develop Compensation & People Technology Analyst.Partner with Compensation & People Technology Analyst to develop techniques for compiling, preparing, and presenting compensation data to internal partners and business leaders.Provide direction to People team and business leaders on the creation of job family and function matrices that provide broad overviews of differing roles and responsibilities that exist for each job level. Review job descriptions and propose or confirm job structure/hierarchy, base salary, bonus compensation, compliance, and FLSA exemptions.Recommend salary structure ranges and merit increase budgets in advance of annual performance review cycle.Actively seek out process improvements to ensure effective execution of complex processes and solutions, including HCM (Workday).Partner with global People team to understand and roll out HRIS process improvements, including documentation, testing, and training.Participate in testing and roll out of HCM (Workday) releases and updates.Supervise the maintenance of salary databases, including evaluating vendors, reviewing contracts, and submitting annual data as required.Fulfill responsibilities under ISO 9001 and 14001; understand and fully support IS0 system.Comply with Health and Safety requirements of Belkin.Maintain a safe and clean work environment.Understand and follow Company rules and regulations.Perform all other duties as assigned and required.Education and Experience Requirements:Bachelor’s degree or equivalent in business, finance, human resources, or related field.Master’s degree a plus.Six to eight years of progressive experience in compensation within a large professional services or corporate environment.Comprehensive understanding of elements of compensation including bonus and stock option plan administration.Knowledge of government regulations as they apply to base and incentive compensation programs and policies.Experience implementing and managing compensation structures and pay policies (e.g., relocation guidelines).Strong verbal and written communication, presentation, negotiation, and facilitation skills with experience working with senior-level leadership.Proven problem solving, mathematical, and statistical skills.HRIS familiarity with Workday, ADP, or other human resources, operational, or business systems (e.g., Oracle, Business Objects).High level of proficiency in Microsoft Office applications including Excel (including vlookups, formulas, pivot tables and charts), PowerPoint, Word and Outlook.Ability to deal with change and proactively form productive working relationships.Ability to coordinate and influence other functions globally.