• Director - Compensation, Corporate & North America

    Job Locations US-TX-Corp - Westlake
    FLSA Status
    Exempt
    Type
    Regular Full-Time
  • Mission

    DIRECTOR OF COMPENSATION, CORPORATE & NORTH AMERICA

     

    Who We Are

    Founded and continuously led by inventor and entrepreneur Tony Aquila, Solera is a global leader in digital technologies that connect and secure life's most important assets: our cars, homes and identities. Since its inception in 2005 as a garage-based startup, Solera has grown aggressively with over 50 acquisitions across its platforms. The company's current product solutions include Audatex, Autodata, AutoPoint, CAP/HPI, Colimbra, Digidentity, Enservio, Explore Data, Hollander, Identifix, Inpart, LYNX and TitleTec, as well as the company's flagship Digital Garage application. Today, Solera processes over 300 million transactions annually for approximately 235,000 partners and customers in over 80 countries. Unified by a strong culture that values uncommon entrepreneurial thinking and continuous "do-it-different" innovation, Solera's global workforce of 6,700+ associates come from diverse forward-thinking industries that include automotive technology, artificial intelligence, software development, data sciences, cybersecurity, cognitive design, and digital identity protection. For more information, please visit solera.com.

     

    The Solera Way

    Solera’s uncommon culture is based on three simple principles: Think 80/20 (Focus), Act 30/30 (Efficiency), and Live 90/10 (Accountability). We define our mindset using Our 3H’s: Humility, a Hunger to succeed, and a desire to Hunt for opportunities to win. We train our volunteers to engage with each other modulating between their intellect (IQ) and emotional intelligence (EQ) using our 3Fs: Facts, Finesse, and Force. Solera has become a global technology leader that is constantly growing in the double digits. The principles, drills, and values associated with the Solera Way have been fundamental to Solera’s success and our ability to grow, continuously change, and innovate.

     

    Are You Uncommon?

    We’re on the hunt for an experienced Director of Compensation who ranks in the top quartile among their peers. Someone who has a highly competitive and entrepreneurial mindset that is wired with a team-first attitude, has no problem rolling up their sleeves to execute their missions, and can modulate between leading and following as needed.

    Position 80s

    What You’ll Be Doing

    At Solera, we believe in providing clarity and focus to what our employees are responsible for--   their mission. The 80’s, as we call them at Solera, are the priorities associated with their role or mission. The mission 80’s for this role, are:

    1. Drive the compensation strategy, based on business objectives, sales cycles, customers and need to reward talent based on exceptional performance; provide comprehensive consultative and analytic support to the business and human resource management on compensation strategies, programs, integration and practices.
    2. Design, develop and implement the administration of the N. American region-specific compensation/ performance management programs, practices and policies including:
      • Compensation strategy & design
      • Merit planning
      • Incentive & Sales Planning including commission structures
      • Job Architecture
      • Position Management
      • Market data/benchmarking
    3. Provide compensation solutions covering a wide range of pay issues including job structure and salary range development, base pay administration, incentive comp plan structures and pay guidance. Evaluate jobs at all organizational levels, research, analyze and summarize market data and pay practices.

     Additional responsibilities of the role include:

    • Work closely with Corporate and N. America business leadership, HR and Finance team in developing the compensation strategy & roadmap.
    • Enforce the pay for performance principle; implement clear metrics to measure outputs, competencies and performance; clearly communicate the compensation and incentive plan guidelines to associates.
    • Perform job analysis and create a compensation structure that ensures positions (job titles and levels) are aligned. Identify applicable role for each associate and ensure those are reflected in HRIS systems.
    • Align compensation ranges for each role with Solera’s compensation strategy.
    • Provide geographic differentials across N. America to assist Talent Acquisition team to attract talent in varying markets.
    • Provide market data and training to senior management, prior to merit drill, to ensure managers have the market compensation knowledge to identify potential pay gaps when reviewing associate’s jobs, career level, pay and performance.
    • Perform staff support activities to develop, implement/administer compensation policies and programs and administration of domestic programs.
    • Audit jobs for content and prepare job descriptions reflecting job responsibilities, activities, duties and requirements.
    • Develop/participate in compensation surveys to collect and analyze salary information to determine company's competitive position.
    • Review proposed salary adjustments for conformance to established guidelines, policies and practices.
    • Recommend corrective/alternative actions to resolve compensation-related problems.
    • Formulate recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
    • Review existing/proposed statutory requirements governing compensation administration and recommend appropriate courses of action.
    • Remain current on industry trends, best practices, compliance, new/progressive processes, etc., that enable Solera to achieve higher levels of organizational excellence;
    • Develop guidelines for performance assessments. Advise HR peers on compensation practice and policy.
    • Build meaningful and productive relationships with all stakeholders.
    • Work closely with Finance and line managers to interpret plans.
    • Prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock options.

    Qualifications

    Are You Qualified?

    • Bachelor’s degree in human resources management, mathematics, business administration or relevant degree is required. Advanced degree preferred.
    • 10+ years of related professional experience.
    • Knowledge of current market trends and practices within other industries would be ideal
    • Senior HR leader with a demonstrated track record in an entrepreneurial culture delivering sustainable business results through best-in-class total rewards practices that build a foundation for scale and growth.
    • Ability to shape the macro-strategy around compensation, while also not afraid to dive into the details of implementation.
    • Best in class compensation philosophy with the ability to deploy a new program in North America.
    • Served as part of a world-class organization, understanding dimensions of a healthy, vibrant culture driving a “best places to work” environment, while also able to work within a growing, entrepreneurial and often ambiguous environment.
    • Culturally sensitive and knowledgeable of human resources issues including diverse regulatory and cultural issues and operating practices.
    • Strong strategic and analytic skills, business and financial acumen. Able to assess processes and outcomes by establishing solid metrics of performance.
    • Able to effectively balance competing priorities to fulfill all stakeholder expectations.
    • Comfortable working on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.
    • Exercise judgment in selecting methods, techniques and evaluation criteria for obtaining results.
    • Proficient in Microsoft Office (PowerPoint, Word, Excel, Outlook); an Excel guru

    Our Space

    We believe that offices should be destinations where people want to be… places where people want to work, play and, collaborate. That is why we spend a lot of time on enhancing our workspaces. Solera’s work environments are intersections of the old and the new… of the past, present, and future. They are spaces designed to stimulate creative thinking, innovation, and cross-functional collaboration.

     

    We also embrace wellness. Whether it is our onsite or offsite workout centers, nutritional meals and beverages, or endless snacks for focus and energy. This wellness plan is our commitment to healthy living, which spans across our office environments. 

     

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