Job Description / Skills Required
Groupon provides a global marketplace where people can buy just about anything, anywhere, anytime. We’re enabling real-time commerce across an expanding range of categories including local businesses, travel destinations, consumer products, and live or lively events. At the same time, we are providing advertising options and tools that merchants can use to grow and manage their businesses. Culturally, we believe that great people make great companies and that starting with the customer and working backward moves us forward. Community matters to us on an internal, local and global scale—it’s fundamental to our company’s growth and to the well-being of the world at large. We also value self-awareness, candor, lunch and WiFi. If we match with you, please apply to join us.
The Head of Compensation & Benefits is accountable for the strategy, design, development and administration of compensation and employee benefits programs, including the delivery and communication of these programs. They are responsible for ensuring that programs are aligned with strategic direction, market competitive, fair and in compliance with established policies, procedures and legislative requirements.
Direct the overall compensation and benefits functions and ensure programs are competitive, balanced and achieve desired behaviors and results that are closely aligned to Groupon’s business strategies..
Manage, hire, develop, engage and coach a global team of compensation and benefits professionals.
Identify and participate in appropriate compensation surveys, analyze market trends and conduct benchmarking and job evaluations as appropriate.
Review compensation structure for the company; provide recommendations for approval and implement as appropriate. This includes review of base salaries, sales incentive plans, short-term cash incentives (bonus) compensation and long-term incentive (equity) awards.
Maintain and update the job structure, including job levels, job families and job profiles. Create job ranges and targets for staffing of open positions.
Ensure that program objectives are effectively communicated globally and understood throughout the organization through multiple learning and communication methods.
Collaborate on the development of agenda topics and material for the Compensation Committee of the Board of Directors and manage the process and timeline for Committee preparedness.
Lead, with strong collaboration with Legal and Finance, the annual development of the Compensation Discussion and Analysis and corresponding executive compensation tables in the Company's proxy statement.
Closely collaborate with various internal groups – legal, tax, internal communications, public relations, and others as needed – on a variety of issues pertaining to equity and incentive compensation.
Provide strong business-oriented partnership and solutions to the HR Business Partner team to support the growth of the business.
Manage year-end Compensation Cycle including budgeting, documentation, year-end communication and individual compensation statements.
Research and develop plan for benefits offerings (which may include benefit consolidation/ integration of acquired companies as appropriate).
Provide cost/benefit analysis and monitor benefit vendors as appropriate.
Create overall plan and execution of Open Enrollments, including hosting employee meetings, working with payroll to ensure appropriate documentation, billing processes, reporting, etc.
Create process for on-boarding and exiting employees as it relates to benefits.
Relentlessly drive operational excellence and innovation in all areas of responsibility.
History of successful interaction and influence with all levels of stakeholders, especially the Compensation Committee of the Board of Directors, CFO, and other senior executives.
Ability to grasp quickly business objectives and strategies and how compensation and benefits programs support the attainment of those business goals.
Experience designing and linking compensation systems to retention programs and succession planning.
Success in creating and articulating ideas and plans to both executive management and peers in the context of business priorities and needs.
Strong business acumen; a solid understanding of the financial, legal and tax implications of the various global compensation alternatives.
Experience with complex executive compensation negotiations and package development and administration.
Demonstrates a passion to seek, share and adopt best practices from both inside and outside of the company and acts as a champion for change.
Proven ability to work in a fast-paced, global environment with multiple priorities that requires strong project management and decision-making capabilities. Hands-on approach required.
Excellent strategic, analytic and financial skills, including reduction in cost/risk and optimizing global vendor structures/management.
Experience in Executive Compensation, including responsibility for preparing materials for the Compensation Committee of a Board of Directors and preparing materials for the CD&A section of the proxy.
Demonstrated ability to anticipate future trends/consequences and create innovative strategies. This leader brings a fresh perspective, though they have deep compensation and benefits experience in a customer facing environment.
Demonstrates both the art and science of compensation – and is master at Excel and PowerPoint.
An experienced manager of people, programs and ideas. Pro-active and results oriented and capable of operating successfully in a retail environment.
Highly innovative and creative yet creates effective processes that can move an organization forward.
Excellent relationship building, interpersonal and influence skills with clients and colleagues. Anticipates the needs of stakeholders and asks the right questions.
Professional and Cultural Characteristics
Authentic individual with impeccable integrity whose personal and professional values are consistent with Groupon’s mission, vision and leadership framework.
A confident and well-prepared leader who thrives in a retail environment as a leader influencing change and transformation; knows how to keep messages tuned to right levels, whether with executives or more junior coworkers.
Collaborative facilitator who develops relationships and loyalty with his/her colleagues across all business functions and levels.
Strong ability to combine analytical reasoning, creativity and judgment. Quick study, able to handle complex matters with multiple initiatives going on simultaneously. Able to deal effectively with strategic issues, as well as tactical operational details.
Bachelor's degree in Human Resource Management, Business or related disciplines required. An MS or MBA degree is highly desirable.
A minimum of 12 years of diverse compensation and benefits experience in a consumer-centric environment.
Track record of progressive responsibility managing the compensation function in an international, complex and matrixed organization.
Experience preparing materials for and interacting with the Compensation Committee of the Board of Directors of a publicly-traded company
A minimum of 5-10 years of senior-level executive compensation and benefits experience is required.
Exposure to, and management of, stock/equity administration outside of north America is a plus.
Knowledge of current market trends and practices within other industries is ideal.