Director of Compensation & Employment in Las Vegas, NV at Wynn Careers

Date Posted: 1/14/2022

Job Snapshot

Job Description

JOB SUMMARY

The Director of Compensation and Employment will work directly with the SVP of Human Resources to help define solutions that will drive the execution of total compensation, performance management and employment for the organization. The position serves as the compensation, performance management and employment/HRIS process expert, which supports the development, communication, strategic planning, and execution that is aligned with other primary human resources strategies.  This role provides strategic thought leadership, program support and consulting in all areas of compensation (base pay, incentive compensation, pay equity), HRIS and employment. This role is also responsible for driving and managing the development and implementation of company-wide compensation and performance management system while ensuring effective but streamlined employment and HRIS departments.

CANDIDATE PROFILE

This person will have a background that combines exceptional analytical skills, technical knowledge and an understanding of creating and maintaining compensation plans. The successful candidate will bring a strategic perspective along with being very hands on, operational, and will demonstrate the following:

  • Knowledge of emerging regulations, competitive rewards, and compensation practices.
  • Ability to assess and determine if the compensation plan is competitive with the relevant market.
  • Successful in developing and implementing compensation plans in a multi-billion dollar organization.
  • Excellent business acumen; strong analytical skills.
  • Ability to evaluate and streamline employment, HRIS and related processes to minimize low-reward tasks and maximize the department’s effectiveness.
  • Strong leadership and people management skills.
  • Ability to develop strong working relations with internal and external stakeholders.
  • Highly adaptive in a diverse, fast paced, corporate environment with the ability to lead change within a company undergoing transformation.
  • Advanced systems knowledge in the following: Microsoft Office, including Excel, Power Point, and enterprise systems. People Soft knowledge preferred.
  • Executive presentation skills.
  • Ability to lead and inspire the team to leverage their expertise, exceed expectations and facilitate change.
  • Foster a collaborative, values-driven team culture of high standards, strong productivity and innovation.
  • Readily critiques own behavior to acknowledge mistakes and improve future leadership performance and acts independently to improve and increase skills and knowledge.

RESPONSIBILITIES include, but are not limited to:

  • Provides senior level leadership in conceptualizing and designing base pay and incentive programs, plans and infrastructure as the company grows.
  • Ensures all wages across the organization are competitive within the relevant market
  • Evaluates requests and makes recommendations for the property compensation committee.
  • Supports the design and implementation of performance management systems, strategies, and processes.
  • Key contributor in the creation and maintenance of company-wide competency performance measurements.
  • Supports performance management program design and strategy.
  • Assists in the enhancement/modification of policies, guidelines, and tools related to the performance management process.
  • Seeks opportunities to reinforce and drive adoption of disciplined analytic decision making within North America. (i.e., classifications, pay structures, etc.)
  • Uses insights gained from HR, financial, and socio-economic data analytics, challenge and redefine current approaches for managing compensation.
  • Participates and collaborates with external peers and organizations to stay current on compensation trends, issues, legislative and compliance items to identifying possible implications and solutions to our programs and workforce.
  • Partners with corporate compliance and legal counsel, monitors changes in external labor market conditions and economic/political factors that influence compensation programs and establishes proposals/recommendations for managing current events relating to minimum wage, pay/gender equity, etc.
  • Provides compensation expertise to aid at all levels within the organization in making informed compensation decisions. Identifies issues which may evolve to challenges.
  • Leads the innovative design of base pay and short-term incentive plans to balance individual performance achievement and ownership with corporate business goals while working closely with Corporate Finance to monitor and manage costs.
  • Provides leadership in aligning and developing performance-based compensation systems that align with business strategy, cost effectiveness and competitiveness.
  • Develops a Total Rewards communication strategy and plan to help employees understand all aspects of pay, recognition and benefits.
  • Ensure employment and HRIS are streamlined and maximizing efficiencies while providing a excellent experience for new hires and employees.
  • Performs other duties as required for the position.

Job Requirements

  • Five or more years’ experience in compensation management or consulting and HRIS while demonstrating progressive career growth and a pattern of exceptional performance.
  • Experience leading successful, cross-discipline initiatives.
  • Technical expertise regarding data models, data mining and segmentation techniques.
  • Knowledge of statistics and experience using statistical packages for analyzing datasets are preferred.
  • Experience with Human Capital and/or Performance Management systems preferred.
  • 4-year degree from an accredited university with a focus in Business, Finance, HR, Mathematics, or Statistics or equivalent experience.

Wynn Resorts is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Wynn Resorts does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws

 

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