Description

Summary:

The Colleague Compensation and Incentive Governance Director is responsible for the strategy, design, performance analysis, and scaling of Huntington's compensation programs, policies, processes, and plans. This role ensures compensation programs and plans support enterprise and business segment strategies and objectives. This role is also responsible for establishing the framework for effective risk governance, oversight, and evaluation of incentive plans; in particular, those plans focused on revenue generation and the behaviors and metrics that define success.

Duties and Responsibilities:

• Provides strategic direction and leads the enterprise planning, design and evaluation processes to ensure compensation programs, policies, processes and plans are aligned with enterprise and business strategies.

• Develops and implements compensation strategies, enhancements, and new designs which are cost effective, market aligned, and reinforce enterprise and business objectives, including strengthening the bank’s ability to engage, develop, retain, and attract the talent needed to achieve success.

• Fosters collaborative relationships with senior leaders across the enterprise, including key functions such as Finance, Risk, Credit, HR and Legal; connects HR Business Partner, Talent Acquisition, Talent Development, and Performance Management teams on the linkage between performance, rewards, and development; liaises with the Incentive Compensation Oversight Committee (ICOC), ensuring ongoing alignment and compliance of incentive plans, guiding principles and business strategy, as well as linkages between pay and performance within the company’s Risk Appetite.

• Conducts ongoing analysis and works with senior leaders to determine financial impact of compensation programs; develops analytical tools and models to ensure the effectiveness of compensation plans; influences strong pay for performance reward outcomes.

• Directs the governance framework related to compensation risk management and sound incentive compensation practices.

• Keeps abreast of industry and functional best practices related to broad-based and incentive compensation and ensures that Huntington is in compliance with compensation-related regulations (Interagency Guidance on Sound Incentive Compensation Practices, Dodd-Frank, SEC, FLSA, etc.)

  Required Qualifications:

• Bachelor's degree or equivalent required in an HR Management, Finance, or business-related field.

• 7+ years of experience as a compensation professional in a project management or leadership role, including recent incentive design and governance experience, and research and design expertise, preferably in the financial services industry or equivalent consulting experience.

  Preferred Qualifications:

• Advanced degree desirable; Certified Compensation Professional (CCP) and Certified Sales Compensation Professional (CSCP) credentials preferred.

• Track record of successfully developing and implementing innovative incentive plans.

• Strong people leader – experience engaging, developing, retaining, and attracting talented professionals, including managers.

• Proven success in a fast-paced environment, requiring a sense of urgency.

• Effective communicator with strong writing skills and strong interpersonal, influencing and negotiation skills, including proven success with C-Suite executives and regulators.

• Expert strategic, analytical, and conceptual problem-solving skills.

• Proficient in effectively managing multiple clients and projects to successful conclusions on time.

• Strong financial acumen with a focus on business performance, financial reporting, and accounting.

• Proficient at both strategic and tactical execution.

• Strong working knowledge of incentive risk identification and risk management principles, including balancing risks and rewards.

• Experience operating in an environment with a robust, disciplined incentive governance structure.

• Display sound judgment, organizational awareness, and strong relationship building skills.

• Able to successfully navigate through change, balancing competing priorities.

• Must be innovative, and enthusiastic about developing and implementing new ideas and systems.

  Exempt Status: (Yes = not eligible for overtime pay) (No = eligible for overtime pay)

Yes

Workplace Type:

Hybrid

Huntington is an equal opportunity and affirmative action employer and is committed to providing equal employment opportunities for all regardless of race, color, religion, sex, national origin, age, disability, sexual orientation, veteran status, gender identity and expression, genetic information, or any other basis protected by local, state, or federal law.

Tobacco-Free Hiring Practice: Visit Huntington's Career Web Site for more details.

Agency Statement: Huntington does not accept solicitation from Third Party Recruiters for any position