JOB TITLE: Director, Global Total Rewards & HRIS

JOB SUMMARY

This Global HR leadership position is the strategic HR Leader for Global Total Rewards & HRIS function of the business. The critical role is responsible for partnering with leaders to design, develop, align, and implement the compensation, health & wellness, HRIS, and mobility strategies and programs, processes, policies, and procedures to enable associate engagement and deliver talent-organizational performance to achieve Terumo BCT strategic objectives and long-term goals. This role is part of the HR Leadership Team and leads the Total Rewards & HRIS Teams with 4 direct reports and a total global team of 10-15 FTEs.

ESSENTIAL DUTIES

Reporting directly to the SVP HR, Chief People Officer, working closely with the Business Leaders and leading the COE Managers and Specialists in the to deliver critical areas in the associate/employee total rewards life cycle:

Strategic HR Partnering – Partners with business and HR leaders by serving as an expert advisor to ensure that Terumo BCT offers total reward strategies that attract, motivate, and retain talent as a strategic advantage, support the company’s long-term strategies, and address the needs of associates.
Job Leveling and Architecture - Facilitates and manages the job level review of positions in the organization for market competitiveness, annual performance/merit process, additional market adjustments, or special pay program changes. Partners with external experts (i.e., Mercer) and uses benchmarking data and insights, reviews processes and systems to identify potential opportunities for improved rewards effectiveness.
Compensation – Oversees/leads the Compensation Team to develop and implement competitive, equitable, and fair compensation programs; and facilitate and manages job data & pay equity audits. Leads the Rewards portion of managing performance through short- and long-term incentive plan design and implementation in partnership with CPO, HRBPs, CFO and Finance Teams. Serves as key consultant on regional Sales Incentive plans and guidance on sales rewards plans such as Ambassador’s Club.
Health & Wellness –Oversees/leads the Health & Wellness Team to develop and implement health and well-being programs and practices. Facilitates the review, communication, and implementation of the annual benefit programs, open enrollment process for associates through workshops, vendor fairs, annual meeting trainings, and open enrollment education. Oversees the U.S. leave and disability programs ensuring the organization meets regulatory requirements. Drives and supports the associate health and wellness programs through local HR teams in manufacturing sites.
Rewards & Recognition – Oversees/leads company service awards, honorary, and scholarship programs and initiatives.
Global Mobility - Oversees the global Mobility program via the third-party relocation management company (RMC) (i.e., expatriate assignments, domestic and international relocations, immigration) processes, programs, and services to meet current and future business needs.
HR Information Systems– Oversees/leads the HRIS Team to ensure efficient HR service delivery and compliance through information systems, including payroll in specific markets.
HR Policies - Maintains knowledge of regional and local Total Rewards policies, programs, laws, and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.
HR Compliance - Proactively assists in identifying trends and strategies to meet objectives while remaining fiscally responsible and ensuring regulatory compliance including HIPPA, ERISA, COBRA, and FLSA. Monitors for the relevance, application, and adherence of key corporate policies and procedures and ensures compliance with applicable laws and regulations. Fiscal responsibility in North America for billing, fringe, trust accounts, and funding accounts. Ensures accurate reporting and meets regularly with finance to ensure compliance while closely monitoring claims information including emerging trends and large claims by alerting finance and appropriate HR Business partner.

OTHER DUTIES AND RESPONSIBILITIES

Reports to SVP HR/CPO and a Member of the HR Leadership Team (HRLT).
Part of the Terumo Corporation’s (TC) Extended Global HR Community and works pro-actively in close collaboration and partnership with all Terumo BCT functions and departments and within Terumo Corporation and its companies.

MINIMUM QUALIFICATION REQUIREMENTS

Education

Bachelor’s degree required. Master degree in Organizational Development, Industrial/Organizational Psychology or Management preferred.

Experience

Minimum 15 years of experience with at least 5 years at Director-level (or above) in HR or Total Rewards
Breadth of Business and Regional HR-TR experiences in large and medium-size manufacturing companies required and with international experience or exposure doing HR for multiple markets (regional) preferred.
Depth in Total Rewards (Compensation & Benefits) and Global Mobility / HR Information Systems will be an advantages

Competencies and Skills

Instills Trust - Unquestionable integrity, ethics, and character. A role model for the Terumo Core Values.
Business Acumen – understand business, financial levers and has strong broad thinking and analytical skills.
Organizational Acumen – understands the culture, history, and how to navigate the informal and organizational network (Terumo Corp.) to effectively enable and influence people decisions across regions and functions globally.
Strategic Mindset - Ability to think broadly across the enterprise with critical and systems thinking.
Drive for Results – “Make Things Happen, Together” Ability to drive change and manage multiple projects and programs
Leading and Developing Others – “Bring Out The Best in Others” develops, coaches and mentors others, as well as successfully developing diverse, high-performance teams in highly matrixed (global-regional-local) environments.
Strategic Business Partnering and Collaboration - demonstrated ability to create strong, collaborative, advisory relationships with business leaders, human resource colleagues, and associates globally.
Influencing Others - strong cross-functional collaboration, influencing and communication skills.
Culture/Motivational Fit – Has a “Growth Mindset” and can thrive and work in a VUCA environment (volatility, uncertainty, complexity, ambiguity) with an openness to learn and willing to travel/flexible work hours
Potential – has the learning agility and leadership potential to grow into other HR leadership roles in the long-term future (i.e., outside of global/region/business)

-Or-

An equivalent competency level acquired through a variation of these qualifications may be considered.

PHYSICAL REQUIREMENTS

Typical Office Environment requirements include: reading, speaking, hearing, close vision, walking, bending, sitting, and occasional lifting to 20 pounds.

Additional Physical Requirements

Role can be remote with an expectation for Domestic and International travel up to 30-40% to Global Headquarters

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