Evaluate and recommend competitive base pay programs that support the company's values and strategic imperatives. This includes maintaining competitive pay structures, job evaluation, market analysis, and employee salary actions. Maintain adequate salary survey data by participating in and purchasing quality market data sources.
Manage several executive compensation activities: the annual Proxy disclosure (CD&A, CEO Pay Ratio), Provide modeling and analysis for any Compensation Committee materials as needed
Manage the international assignment and relocation processes. Working with HR, vendors, immigrations law firms, and tax consultants.
Manage and administer the stock- based equity program. Work with vendor and payroll to ensure stock exercises and vesting/lapsing events occur timely, and consistent with the Plan Document. Update grant agreements, update equity communications, load grants into Fidelity System, run reports and provide updates to executive management and to Finance.
Serve as liaison with Computershare, to ensure shares are being transacted and tracked properly.
Work with Ernst & Young or other vendors to ensure that equity plans, and administration remain in compliance with tax and labor laws globally.
Participate in or lead the design and analysis of management incentives, sales incentives, and other incentive plans used by the company; conduct research to identify trends, competitive and best practices; incorporate as appropriate into the design, development and implementation of variable compensation plans and programs.
Provide consultation and assistance to location Human Resource Representatives, Managers, and VPs throughout Cranes with job design and compensation responsibilities using technical, functional, and organizational design expertise and knowledge of company goals and programs to enhance effectiveness and efficiency. Provide compensation reviews as requested to determine appropriate compensation actions for an employee or group of employees.
Lead and manage projects, the STIP, LIP, LTIP, and the annual salary planning process; develop salary planning schedule, training materials, and process; provide competitive data and recommendations on merit budget; review proposals for market and internal equity adjustments, and work with HRIS to enhance Fusion functionality.
Manage the Motus Auto plan for sales personnel; set up and maintain drivers, review and process invoices, work with Payroll to ensure employees receive monthly reimbursements.
Keep abreast of recent compensation trends, best practices, and regulatory issues and recommend enhancements to the MTW compensation programs as appropriate.
Participate in a cross-functional team to integrate employees joining via acquisition. Compensation related activities include job evaluation, pay structure alignment, and incentive program realignment.
Bachelor's Degree in Human Resources, Business Administration, or related area.
6+ years progressive managerial experience designing, administering, and implementing compensation programs. At least 3-5 years of executive compensation experience.
Global compensation experience
Knowledge of 409A, SEC, IRS, DOL rules and regulations