Director compensation

Job Description

As a Director of Compensation at Fidelity, you will lead compensation initiatives and programs, and work in partnership with the HR team to design, deliver and advise on solutions that meet the short and long-term needs of a diverse suite of Fidelity’s business and support groups.

The Director of Compensation is a subject matter expert on the HR team, working closely with HR partners and senior leaders to provide the consulting and leadership required to deliver pay programs and solutions in support of overall business objectives. You will contribute to and benefit from Fidelity’s broader compensation community where we shape the future of compensation and continuously develop, improve and share our strategies and resources that benefit our businesses, leaders and associates in achieving their goals.

We have opportunities supporting many of our BUs/Functions including Asset Management (investment compensation experience required), Corporate Services & Legal, Risk & Compliance, Enterprise Technology & Global Services, and Fidelity Institutional & Fund and Brokerage Operations and Technology.

The Team

The Human Resources team consists of associates who work in Line HR, Talent Acquisition, Talent Management, Learning & Development, HR Operations, Sales Compensation, Communications, Finance and Workforce Analytics. We are key business partners to our colleagues within the business units to develop and implement HR and learning programs and strategies. We also partner closely with enterprise HR teams to deploy and support central programs and initiatives.

The Expertise You Have

• Bachelors or equivalent; 8+ years of experience in compensation/sales compensation and/or finance/business preferred
  
  

The Skills You Bring

• You have designed, developed and managed a variety of compensation programs and processes including base salary, variable pay programs, sales compensation, compensation strategy and competitive pay analysis
• You are an expert with the full spectrum of approaches and tools used for compensation-related market research, modeling and analysis
• You have deep analytical skills with an ability to break down complex questions / data into well-structured analyses, and synthesize key points
• You effectively manage concurrent programs, processes and initiatives collaborating with and influencing a wide range of stakeholders, and have a proven ability to think end-to-end about the work to be implemented
• You have expertise with Microsoft Excel analysis and experience with various HR database applications
• You have the expertise, confidence and skill to develop and deliver formal and informal reports, presentations and communications to executive audiences
• You are passionate about building consultative partnerships with HR, Finance and senior business leaders
• You enjoy working on initiatives and programs that often extend beyond the local team and business unit
  
  

The Value You Deliver

Client Support/Relationship Management: Provide consultation, coaching and sophisticated advice to Line HR and senior business leaders on complex compensation issues. Conduct analysis to address compensation issues, projects or initiatives. Complete pay recommendations for executive offers. Participate in the design & delivery of manager and HR training to increase the understanding of our compensation philosophy, strategies, programs and decisions.

Workforce Analytics: Work closely with HR partners to better integrate HR data and analytics in support of workforce plans and business practices. Develop impactful data visualizations for HR partners and leaders to enable better insights and decisions.

Program Design: Partner with Finance/Variable Compensation teams to design and develop sales incentive plans, and support formal plan governance and oversight activities. Represent the voice of the customer in the design of enterprise-wide pay programs and lead the design for client pay programs.

Cycle Management: Serve as the primary contact for Line HR for annual cycle administration activities. Inform, manage and measure operational cycle components. Provide issue resolution, support reporting and analysis.

Collaborate with Enterprise Compensation to establish shared reporting requirements. Work in close partnership with Line HR and Finance/Variable Comp teams to support variable semi-annual bonus cycles.

Market Data Management: Act as SME on surveys, data and tools. Lead competitive assessments using market analysis, including defining the peer groups and formulating recommendations and presenting to management. Coordinate job matching process, review data when surveys are complete and analyze market survey data trends.

Company Overview

At Fidelity, we are passionate about making our financial expertise broadly accessible and effective in helping people live the lives they want! We are a privately held company that places a high degree of value in creating and nurturing a work environment that attracts the best talent and reflects our commitment to our associates. We are proud of our diverse and inclusive workplace where we respect and value our associate for their unique perspectives and experiences. For information about working at Fidelity, visit FidelityCareers.com. Fidelity Investments is an equal opportunity employer.

Fidelity will reasonably accommodate applicants with disabilities who need adjustments to complete the application or interview process. Please email us at [email protected] or call 800-835-5099, prompt 2, option 2 if you would like to request an accommodation.

Certifications

Category:

Human Resources

Most roles at Fidelity are Hybrid, requiring associates to work onsite every other week (all business days, M-F) in a Fidelity office. This does not apply to Remote or fully Onsite roles.

Please be advised that Fidelity’s business is governed by the provisions of the Securities Exchange Act of 1934, the Investment Advisers Act of 1940, the Investment Company Act of 1940, ERISA, numerous state laws governing securities, investment and retirement-related financial activities and the rules and regulations of numerous self-regulatory organizations, including FINRA, among others. Those laws and regulations may restrict Fidelity from hiring and/or associating with individuals with certain Criminal Histories.