Senior Director, Global & Executive Compensation

Scope of Leadership Role

A key influencer of Regal Rexnord’s short and long-term business success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy.

Reporting to the VP of Total Rewards, this critical leadership role is responsible for providing the strategic direction in the design and execution of Regal Rexnord’s global and executive compensation programs. This role collaborates with HR, Finance, Business leaders, and our external partners / consultants to evolve our global compensation infrastructure to support the  business strategy and position the company to attract & retain top talent. 

Core Responsibilities

This is a strategic and hands-on leadership role that is responsible for building and leading the team that provides innovative design, quality consulting, and impact to support Regal Rexnord’s revenue growth aspirations. This role will provide thought leadership and be an effective partner to the HR leadership team as we develop compensation strategies to support our talent and business needs, build roadmaps of continuous improvement and provide communications that align with Regal Rexnord’s employee value proposition. The successful candidate will leverage their expertise to lead Regal Rexnord’s through assessing the effectiveness and competitiveness of the global compensation programs while anticipating and navigating the ever-changing compliance landscape.

From a compensation perspective this will include the annual salary planning & merit planning processes, annual and long-term incentive programs, job architecture, pay practices, policies & compliance, including alignment with the EU Pay Transparency Directive. The role will provide support to the VP Total Rewards on executive compensation related matters. There is also a key focus on continuous improvement, operational excellence and identifying opportunities to drive synergies.

Successful candidate must be an experienced leader who is a skilled collaborator and able to generate win-win outcomes by building partnerships across the enterprise while aligning expectations and integrating various points of view.

This key leadership role provides the successful candidate with an opportunity to develop their leadership capabilities and impact while developing their competencies to be a successor to the VP of Total Rewards.

This is a hybrid role and can be located in our Rosemont, IL or Milwaukee, WI office.

Professional Experience/ Qualifications

The successful candidate will bring considerable experience and a proven track record of leading all aspects of Compensation within a global organization. Must demonstrate a combination of strategic and hands on proven experience in the design, management, and administration of programs, preferably in a global industrial manufacturing environment. This leader must have the passion, energy, and intellectual curiosity necessary for a fast-paced, growth-driven environment. 

Minimum Requirements:

• Leadership experience at a Senior level within a global organization.

• Proven ability to develop a high performing team and function.

• Deep experience of all components of compensation with a global perspective.

• Experience of job evaluation and job architecture in collaboration with Talent partners.

• Fully leverage and administer the company’s global compensation plans and programs by utilizing Workday and other technologies or vendors as needed.

• Experience in executive compensation related matters, including the Proxy, Compensation Committee support and long-term incentive plan design.

• Collaborate and partner with HR leadership to understand their challenges related to compensation programs and key issues in attracting, motivating, and retaining high quality, diverse talent.

• Responsible for developing and delivering strong implementation of communication and change management plans for new and existing compensation program enhancements or changes while collaborating closely with stakeholders across the organization.

• Ensure on-going audits for internal compliance, governance, ensuring adherence to country, local and federal statutes, and laws.

• Bachelor’s degree required in Finance, Business Administration or Human Resources. MBS or Master’s degree preferred.

• At least 10 years of HR, Compensation, Benefits, and/or Finance experience.

• 5 years of global experience with designing, enhancing, or evolving compensation and executive compensation programs.

• Excellent interpersonal and influencing skills to establish trust, credibility, and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.

• Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord’s 80/20 principles.

• Ability to travel up to 5% globally.

Expected Base Salary Range: $200k - $275k+ Incentives 

The salary range provided is intended to display the value of the company's base pay compensation for this position. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, the geographic market of that location, candidate's skill set, level of experience, education and internal peer compensation comparisons among other potential factors.

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• Medical, Dental, Vision and Prescription Drug Coverage
• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)
• Paid Time Off and Holidays
• 401k Retirement Plan with Matching Employer Contributions
• Life and Accidental Death & Dismemberment (AD&D) Insurance
• Paid Leaves
• Tuition Assistance

Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.

The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills.  If you’d like to view a copy of the company’s affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email [email protected]. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail [email protected].

Equal Employment Opportunity Posters
Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.