FM is a leading property insurer of the world's largest businesses, providing more than one-third of FORTUNE 1000-size companies with engineering-based risk management and property insurance solutions. FM helps clients maintain continuity in their business operations by drawing upon state-of-the-art loss-prevention engineering and research; risk management skills and support services; tailored risk transfer capabilities; and superior financial strength. To do so, we rely on a dynamic, culturally diverse group of employees, working in more than 100 countries, in a variety of challenging roles.
Oversees executive compensation and rewards for the company. Responsible for the global strategy, design, implementation and oversight of executive compensation and rewards programs and policies, ensuring designs are aligned with business objectives, are market competitive and support a high-performance culture by motivating, attracting, and retaining top executive talent. Directs the research and analysis for use in presentations to the Board of Directors and the Compensation & Organizational Development Committee with respect to executive compensation and rewards for the company’s most senior executives. Creates processes, procedures and governance standards that enable the effective delivery of executive compensation and rewards programs. Partners with third-party vendors, as required, providing direction, data, and the company’s point of view. Supports the SVP Human Resources by ensuring coordination of effort among the HRLT and business partners, ensuring line of sight, communication and collaboration related to strategic initiatives, succession planning (grade 18 & above), and execution and coordination of items relating to executives as needed.
Define, develop, and execute an innovative and competitive executive compensation and rewards strategy that supports the company’s vision and integrates into the overall executive talent management strategy.
Lead program design of executive compensation and rewards plans for FM Global’s top 75 executives that are aligned with company business objectives and talent strategy, drives the attraction, motivation and retention of senior executive leadership, and achieves appropriate market-driven levels of compensation and rewards and effective communication consistent with that strategy.
Be a thought leader and strategic consultant across the enterprise on all executive transactions (e.g., new hires, transfers, promotions, separations, special incentives, etc.) and emerging trends and issues. Support the Compensation & Organizational Development Committee by directing and/or performing highly complex analyses for use in Board materials and preparing Board materials.
Oversees relationships with external compensation & rewards consultants. Approves recommendations from team on appropriate executive compensation & rewards items/issues to be included in meeting agendas. Represents Executive Compensation & Rewards at Board meetings, as needed, and provides persuasive, influential input to steer the Board toward decisions that are in the best interest of the company.
Ensure the function activities meet all legal and regulatory requirements; regularly monitor activities to ensure continued compliance; identify areas of non-compliance and initiates corrective action as required.
Work collaboratively across HR to design processes for efficient and successful delivery of executive compensation & rewards programs globally; look for opportunities to simplify and standardize, where appropriate; partner in the design of effective compensation & rewards related communications to employees within the total rewards framework.
Administer executive total rewards programs including merit, incentives, deferred compensation etc. Support the SVP Human Resources on the successful execution of HR strategic objectives
Monitor and measure progress and performance against strategic objectives; create and execute action plans to support of strategic objectives
Encourage a process management approach to issue resolution; demonstrate application of process management for issue resolution via the facilitation of certain events in support of achievement of strategic objectives
Ensure coordination of effort, line of sight, communication and collaboration related to strategic initiatives, succession planning (grade 18 & above), and execution and coordination of items relating to executive team
Design and implement processes in support of strategic objectives, executive communications, i.e. HR planning calendar (talent, comp, etc.). Monitor information flow by acting as a gatekeeper, ensuring HRLTs involvement in a project or decision-making process at the right moment and elevating appropriate items to the SVP Human Resources at the right time for input or decisions
Lead BOD and CODC meeting preparation including meeting preparation, agenda creation, materials creation, and dissemination. Identify key themes and provide guidance regarding agenda items base upon prior meetings, strategic objectives, key deliverables, and/or hot topics. Establish calendar, cadence, process, cyclical deliverables, and tools. Produce high quality materials for executive meetings that convey messages effectively to a senior audience, as well as producing effective tools and resources for the HR team
Support the SVP Human Resources with priorities and deadlines, ensuring they are briefed on key issues and deliverables from planning and designing through to execution and implementation
Drive and facilitate decision making by the SVP Human Resources across activity on the HR agenda, moving seamlessly from strategic thinking to managing tactical issues. Provide support to HRLT to deliver against the strategic objectives as required, ensuring that the HRLT are kept informed and key activities are delivered within deadlines
Working with HRLT identify metrics and analytics to guide senior leadership understanding of HR programs, decision making and measure HRs success in delivering on the organization's people strategies
Coordinate requests from the business or staff ops as appropriate
The final salary offer will vary based on individual education, skills, and experience. The position is eligible to participate in FM Global’s comprehensive Total Rewards program that includes an incentive plan, generous health and well-being programs, a 401(k) and pension plan, career development opportunities, tuition reimbursement, flexible work, time off allowances and much more.
FM Global is an Equal Opportunity Employer and is committed to attracting, developing and retaining a diverse workforce.