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The Director of Compensation serves as a strategic human resources leader and is responsible for the design, implementation and communication of compensation strategies, plus accurate delivery of pay via payroll and in compliance with laws and regulations. The Director ensures all pay practices are competitive, sustainable, scalable, solution-oriented, and compliant while having a positive impact on the performance of the organization.
Responsibilities:
- Provide strategic and operational leadership for the Compensation and Payroll functions. In conjunction with other members of the management team, develop/maintain a compensation philosophy that assists the organization in meeting its business objectives.
- Conduct market analysis of company jobs to determine competitive positioning of the organization's pay programs, including base pay and short- and long-term incentive pay. Develop and maintain organizational salary structures.
- Frequently perform detailed analytical work and interpret data to support business decision-making. Provide foundational data and market/internal considerations, make recommendations and guides leaders to alignment on both strategic direction and specific details. Communicate directly with executive leadership as needed.
- Ensure the accuracy and timeliness of payroll processing (US-based employees) and associated reporting requirements. Facilitate continuous optimization of the payroll system setup (Dayforce) and related processes such as time tracking and special pay inputs.
- Accountable for compliance with applicable laws/regulations/reporting requirements, including FLSA, wage and hour laws, pay equity/transparency, etc. This includes California and other location-specific labor laws.
- Design and execute merit and bonus compensation processes. Collaborate with internal partners in the development of communication strategies and process details to ensure the needs of business are met and employees understand the tie between performance and pay.
- Partner with Talent Acquisition to ensure that compensation programs optimize the ability to attract and retain top talent, including understanding of market-competitive compensation levels.
- Drive strong results from direct reports by providing appropriate work direction, strategic guidance, and performance management.
- Perform other duties and responsibilities as assigned.
Desired Competency, Experience and Skills:
- Bachelor’s Degree; 4 years of relevant experience (in addition to the experience otherwise required) may be accepted in place of a degree
- 10+ years of progressive HR experience
- 5+ years of experience designing compensation plans and facilitating strategic discussions with leaders around compensation levels, programs and practices
- 3+ years of progressive experience leading/developing teams and helping colleagues navigate gray areas. Comfort with having a high degree of autonomy
- Basic understanding of payroll function and willingness to learn in-depth details of Lincoln’s processes via self-driven questioning and exploration
- Natural curiosity to understand current organizational practices/end-to-end process flows; critical thinking skills to identify improvement opportunities; and drive to implement enhancements
- Experience using HR technology platforms to manage compensation data and perform analytics
- Experience developing and delivering employee-facing communications to explain pay programs, processes, or situations in a clear, understandable way
About Lincoln Property Company
Lincoln Property Company (“Lincoln”) is one of the largest private real estate firms in the United States. Offering a fully integrated platform of real estate services and innovative solutions to owners, investors, lenders and occupiers, Lincoln supports the entire real estate lifecycle across asset types, including office, life science, retail, industrial, data center, production studio, healthcare, government, universities, and mixed-used properties, throughout the United States, United Kingdom, and Europe.
Lincoln’s combined management and leasing portfolio on behalf of institutional clients includes more than 562 million square feet of commercial space. In addition to providing third-party real estate services, Lincoln has completed over 164 million square feet of development since its inception in 1965 and has another $19.5 billion currently under construction or in the pipeline. For more information, visit: www.lpc.com.
All job offers are contingent on completion of a background check and proof of eligibility to work in the United States.
By submitting your information or resume in response to this opportunity, you acknowledge that your personal information will be handled in accordance with Lincoln Property Company's privacy policy.
