Job details
Salary $55 an hour
Full job description
The sustainable apparel coalition (sac) is seeking a highly skilled global compensation consultant to work with hr and senior leadership to develop the sac’s global total compensation philosophy, programs, policies, and procedures to align with sac’s goals and competitive practicesThis project-based position will drive the development of progressive and competitive compensation practices focusing on equity and talent management which support the sac’s effort to attract, retain and motivate high-quality, mission critical talent.
The global compensation consultant will develop recommendations on sac’s international compensation programThis includes conducting benchmarking research, recommending adjustments to the existing salary scale based on global market analysis, and making total compensation recommendations for existing staff, new hires, new positions, promotions, and annual adjustmentsAdditionally, the consultant will share knowledge and develop the professional skills the hr team around compensation-focused policies and practices, and create a broader understanding of compensation administration practices organization-wideThe consultant must be a self-motivated team play who has a track record of leading organization change management processes around compensation.
This is a remote us-based contractor role and will report to the director of operationsThe budgeted rate is $55/hour for an approximately three-month project.
About the organization
The sustainable apparel coalition (sac) was founded by a group of sustainability leaders from the global apparel and footwear industry who recognize addressing our current social and environmental challenges are both a business imperative and an opportunity.
Through multi-stakeholder engagement, the sac seeks to lead the industry toward a shared vision of sustainability built upon a common approach for measuring and evaluating apparel and footwear product sustainability performance that spotlights opportunities for technological innovation and priorities for actionThe higg index, our common measurement tool, is currently in use by thousands of brands, retailers, and facilities within our industry.
Sac is a fast-paced organization that has an ambitious mission that seeks to reward those who challenge themselves to provide membership and the organization with very high-quality deliverables and engagement in line with our missionSac values trust and strong relationships where team members collaborate effectively and support each other and the work across the organization.
Because sac has been growing rapidly with an extremely ambitious vision, the organization seeks to manage the dynamic nature of its mission with efficient compensation planning and effective executionAs sac grows, the organization is implementing systems and processes at all levels of engagement to ensure strong governance and accountability.
Sac seeks a candidate who:
Is motivated by sustainability and the mission of the organization
Demonstrates proactive thinking to understand the implications of their actions.
Works in partnership with teammates and stakeholders to ensure that processes and systems are robust and executed while honoring sac’s culture of innovation.
Learn more about the sac and the higg index http://www.apparelcoalition.org/
Responsibilities
Compensation philosophy and pay practice design
Drive development of a competitive compensation philosophy that is aligned with sac values, performance philosophy, and business goals in ways that are scalable and allow for future growth globally.
Review and provide recommendations on pay administration and practices including but not limited to salary adjustments including cost of living adjustments (cola), market adjustments, promotion policy and cycles, short-term incentives (e.g., “spot awards”), performance bonuses, step increases vs performance adjustments and recognition opportunities beyond monetary compensation.
Review global regulations and legislation which affect staff and executive compensation / benefit plans on a global basisRecommend policy changes as appropriate to ensure compliance with all applicable governance requirements, including but not limited to gender pay and ceo pay ratio reporting.
Partner with hr and internal communications on rebranding and roll-out of sac’s compensation philosophy once approved.
Job analysis and evaluation
Review draft organizational job levels (hierarchy) and associated levels of responsibilities; recommend edits in line with organizational goals and structure.
Perform organization-wide job analysis and evaluation, focusing on how sac categorizes and benchmarks roles.
Guide staff managers on developing department- and role-specific job levels in line with organizational job levels.
Document the compensable factors of sac jobs including complexity, breadth, and exposure to systemically determine the value/worth of a job within sac’s job hierarchy.
Review and revamp current compensation tools to ensure a more consistent categorization and benchmarking approach that considers leveling, geographic scope (local vs global), and management vsIndividual contributor (pathways for technical expertise).
Monetary compensation analysis
Research nonprofit salary survey data sources and tools to recommend state-of-the-art products to useParticipates in salary surveys as needed.
Recommends global target market salary ranges using various salary survey sources and common practices in salary administration.
Identifies areas of internal pay compression and makes recommendations on setting pay.
Conduct an analysis of current salary approaches (e.g., position-specific ranges vs salary scales) and recommend sustainable approaches that support sac’s evolving business needs.
Total compensation analysis
In addition to monetary compensation, lead a global total compensation analysis (i.e., comparison between current offerings, statutory requirements, and market benchmark), including salary, benefits, allowances, leave programs, and time-off policies with an overall aim of ensuring a cohesive and equitable compensation system across all sac locations.
Review non-cash benefits to ensure alignment with both total compensation philosophy and local regulatory requirements.
Following a worldwide review process, make recommendations regarding global benefits.
Training
Develop internal training for hr and informational sessions for staff managers and all staff on sac’s compensation philosophy.
Develop (and possibly conduct) training on compensation-related topics such as writing effective job descriptions, understanding the classification process, etc.
Skills/qualifications
Bachelor`s degree or equivalent in business, human resources or related field and mimimum of seven years of progressively responsible hr experience and proficiency in employee compensation and benefits development and implementation, including development of job classifications / roles.
Experience required of working in a global ecosystem with regionally diverse staff and statutory compensation regulations.
Experience working in a nonprofit highly desirable.
Strong business acumen and understanding how to attract and retain talent in a competitive landscape.
Ability to deliver programs that uphold the philosophy of the company as a whole, and also know when to be flexible to address local market trends and needs and/or “hot skills”.
Ability to gain credibility and influence and support change at all levels of the organization including senior executives, staff managers, and staff.
Exceptional analytical and problem-solving skills; ability to combine attention to detail with big picture perspective.
Strong presentation skills including the ability to successfully represent data and ideas and ‘story tell’.
Excellent time management skills and ability to plan and set priorities.
Excellent verbal and written communication skills.
Strong interpersonal skills in dealing with senior management.
Proficient with ms office software and google suite of tools.
Certifications including certified compensation professional (ccp), shrm certified professional (shrm-cp) or senior certified professional (shrm-scp), or comparable global certification preferred.
Diversity, equity and inclusion
Sustainable apparel coalition, incIs committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion.
Our human capital is the most valuable asset we haveThe collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and organization’s achievement as well.
We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.
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