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Director Global Compensation

Date:  Nov 25, 2021
Location: 

Denver, CO, US (United States)

Founded in 1921 and publicly traded since 1925, Newmont (www.newmont.com) is one of the largest gold companies in the world. Headquartered in Denver, Colorado, the company has approximately 24,000 employees and contractors, with the majority working at Newmont's core operations in the United States, Australia, Ghana, Peru and Suriname. Newmont is the only gold company listed in the S&P 500 index and in 2007 became the first gold company selected to be part of the Dow Jones Sustainability World Index. Newmont's industry leading performance is reflected through high standards in environmental management, health and safety for its employees and creating value and opportunity for host communities and shareholders.

About this role

Newmont is seeking to appoint a highly skilled human resources leader with proven success and expertise in the development, implementation and roll-out of global compensation strategies for large, multinational organizations.  Based at Newmont headquarters in Denver, the Senior Director, Global Compensation will enjoy full oversight of the global compensation strategy and execution.  The opportunity will likely appeal to ambitious HR executives, coming from a top tier human resources context, with proven success in driving customer-centricity, consistent governance and sustainable global compensation practices across a dispersed multi-country, multicultural organization.
The successful candidate will be an accomplished communicator and change agent who will enjoy responsibility for a small but highly effective global team. The individual will have responsibility for administering all global compensation programs including STIP, LTIP, annual merit cycle, promotions, recognition, and must bring the ability to collaborate with and influence diverse audiences including the senior leadership team, functional and regional business leaders within Newmont as a true business partner. Additionally, the successful candidate will be expected to remain abreast of emerging external best practices as well as engaging and leading external consultants in evaluating, selecting and championing these internally. 
This opportunity will appeal to accomplished and ambitious executives who bring the practical and strategic leadership strengths to be able to contribute to the continued elevation and evolution of Newmont’s global compensation practices combined with the career runway and drive to potentially progress into the Vice President Total Rewards role over time.

Reporting to the Vice President, Total Rewards, the Senior Director, Global Compensation will be responsible for ensuring that globally consistent compensation philosophies, processes, policies, and technologies are in place for Newmont. This individual will be responsible for the development, implementation, and maintenance of centralized yet locally relevant programs - ensuring that such programs are cost effective, market competitive, and business-aligned. These programs will support Newmont Mining’s business strategy and enable the Company to attract, retain and motivate talented employees.  The successful candidate will have the ability to be a high-level strategic thinker, capable of partnering with Newmont Mining’s senior leaders, while at the same time also being capable of being a hands-on manager and “doer”.

Your role will consist of

  • Evolve/develop Newmont’s global compensation strategy.  Based on Newmont’s Business Strategy, Human Capital Strategy and desired Employee Experience, play a key role in defining the architecture for Newmont’s total rewards strategy to meet the objectives of enabling business performance, global inclusion, attraction, and engagement across a multi-generational workforce to provide a competitive advantage in the industry.
  • Establish a strong, collaborative, and integrated global compensation practice.  Working with direct and indirect reporting relationships across multiple countries, align and lead a team of compensation/total rewards professionals from across the globe to design, develop and implement effective and efficient programs that communicate and support corporate, regional and site business strategies.
  • Design corporate, regional, site incentive plans; advance capability within the organization to develop “fit for purpose” programs.  With a USD ~1.5 billion spend on annual compensation programs, lead the function in the development of incentive and other programs, advance capabilities globally to include concept, business case, stakeholder engagement, communications, administration, and governance. 
  • Lead corporate compensation and global compensation programs. This includes STIP, LTIP, annual merit cycle, promotions, and recognition. Continuously improve design, processes, and communications to maximize engagement and ROI.  Conduct research, benchmarking and apply expertise to manage market analytics, pay/job structures, pay mix and incentives by country. Improve governance and  technology/digitalization of compensation processes.
  • Support manager capability and employee awareness through improved communications and systems functionality.  Improve end-user experience by improving/developing communication platforms for programs; co-lead the development and implementation of total rewards statements globally; evolve compensation tools, reporting and integration.
  • Establish an industry network to help address and evolve current and future business needs.  Assume an industry leadership role in developing a network to identify workplace issues and solutions for the natural resource and extractive industries.
  • Collaborate with other HR leaders to develop programs to achieve HR objectives:
  • Provide solutions that drive success for HR mission, objectives, customer goals.
  • Provide proactive support; understanding the business situation and provide next stage recommendations.
  • Provide client ready products and solutions.
  • Horizontal integration of HR perspectives for an HR solution vs. functional answer.
  • Stakeholder consultation in development and implementation.
  • Support HR operating model development.

The above duties and responsibilities are representative of the nature and level of work assigned and are not necessarily all-inclusive.

Your training, skills, and experience checklist

The successful candidate will have proven experience as a compensation leader in a top tier, global organization, with a strong technical background and deep exposure in the various aspects of broad-based compensation, including incentive design. The Senior Director, Global Compensation will have strong business acumen and be able to provide commercially astute insights, thoughtful conversation, and measured guidance, and possess the following qualifications and experience:

  • At least 15 years of experience in business with 10 years in broad-based compensation in roles of increasing responsibility; ideally from a tier one, global organization; previous compensation consulting experience would be beneficial/valuable.  Experience in natural resources/commodity industries would be ideal.
  • Experience working in a global environment.  A thorough understanding of both regional and local dynamics, with respect to compensation.
  • Proven success in building and maintaining good working relationships with executives, senior management, and teams.
  • Displays a high level of empathy and strong emotional intelligence; possesses a reputation for sound business partnership and people leadership driven by purpose, values, and ethics.
  • Regarded as a people leader. Has previously led and mentored teams within a matrixed managed organization. Cultivates teamwork across functions and locations (global, regional, and corporate).
  • A proven ability to collaborative and influence – previous success in the engagement of stakeholders – including HR and other functions to build a rapport and earn broad-based support for initiatives.  
  • A keen understanding of business issues and the related human capital implications to design and deliver total rewards solutions that move the business forward. 
  • The ability to effectively communicate and implement a strategic compensation program and philosophy.  
  • A track record of effecting change within the global compensation discipline; the ability to influence, energize and motivate. Be able to engage beyond the boundaries of HR and be an influential voice in business-related decisions of all matters. Identifies, articulates and champions needed changes or directions that require adjustment, challenges assumptions and norms; the successful candidate will have the conviction, business acumen and ability to present a point of view and compelling vision to Newmont’s senior management and key stakeholders.
  • Able to challenge assumptions about “the way things are done” – able to say “no” while at the same time offering alternative solutions. 
  • Strong oral and written communication skills appropriate for consultation to all levels of management. The ability to present ideas clearly and gain agreement and group consensus. Communicates explicitly what must change, why changes are necessary, and possible outcomes and costs.  The ability to communicate in a constructive and effective manner, state the business reasons behind any proposed changes to existing plans and at the same time see, acknowledge, and debate, against the opposing viewpoints presented.    Adjusts communication style to the audience to help them understand and accept change. 
  • Willingness to share best practices and encouraging the same of others.
  • Ability to travel globally as needed (20% of the time) (subject to relevant safety, regulatory and national travel restrictions as COVID-19 lockdown restrictions are relaxed over time). 

EDUCATION

  • A bachelor’s degree in Human Resources, Business, or a related field.  A master’s in business would be an asset.

Working conditions and location

  • Located in the Denver corporate office.

The salary range offered for this role is $148,000 - 194,000. The salary range is tied to the Colorado market for jobs performed in Colorado. The salary offer to the successful candidate will be based on job-related education, training, and/or experience.  The salary offer will not be based on a candidate’s salary history at other jobs, and by law, Newmont will not seek information about salary history, and candidates should not share such information with Newmont.  

This role will be eligible for participation in a discretionary annual bonus program, pursuant to which an employee may be awarded a percentage of their salary based on the company’s performance and their own individual performance. This role also will be eligible for participation in a discretionary long-term incentive program, pursuant to which an employee may receive awards based on their level and individual performance.

Newmont offers a competitive and inclusive benefits package to support physical, mental, financial and emotional wellbeing. This role will be eligible for the following benefits:  Medical, prescription drug, dental, and vision insurance; flexible spending accounts; health savings accounts; life and accidental death and dismemberment insurance; short and long-term disability; 401(k) program with company match; pension; financial planning; employee assistance program (EAP); adoption assistance; dependent scholarship program; tuition reimbursement; paid holidays and paid time off; paid family leave; matching gifts; and discounts on home, auto and pet insurance.  All bonuses and benefits are subject to the applicable eligibility and program/plan terms and may be modified or terminated at Newmont’s sole discretion.

Consistent with Newmont’s values of safety and responsibility, we believe that COVID-19 vaccination is a critical tool to fight this pandemic and protect the health and safety of Newmont’s workforce and the communities in which we work and live. With the wide availability of vaccines in the United States, if you are offered this position, you will have to show proof of a COVID-19 vaccine prior to being hired.  This requirement will be subject to an exemption process, as required by law.  Newmont may update its vaccination policies/requirements at any time in its sole discretion.


Nearest Major Market: Denver