Compensation Governance Manager - Military Veterans

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Regular or Temporary:

Regular

Language Fluency:  English (Required)

Work Shift:

1st shift (United States of America)

Please review the following job description:

Lead the development, delivery, and day-to-day execution of enterprise compensation governance initiatives in partnership with stakeholders. Ensure effective oversight and execution of compensation programs through management of governance initiatives. Ensure the compensation governance framework is aligned to audit and regulatory expectations and meets the needs of business and control stakeholders.

ESSENTIAL DUTIES AND RESPONSIBILITIES
Following is a summary of the essential functions for this job.  Other duties may be performed, both major and minor, which are not mentioned below.  Specific activities may change from time to time.  

1.    Lead compensation governance initiatives with a focus on incentive compensation items as outlined in the Interagency Guidance on Sound Incentive Compensation Policies.  Work in partnership with Enterprise Ethics and other key stakeholders to ensure Truist’s governance programs are responsive to the guidance.  Initiatives included but are not limited to: material risk takers/covered employees, restrictive covenants, annual discretionary review/documentation, and restrictive covenant commitments.  Recommend updates to existing programs and partner to implement relevant changes.
2.    Lead the annual and off-cycle incentive compensation review process.  In partnership with Enterprise Ethics, develop processes and tools to ensure effective review of incentive compensation programs through relevant stakeholders including members of Total Rewards, Business Unit Risk Management (BURM), Business Unit Compliance (BUCO), and Business Unit Chief Risk Officer (BUCRO).  Recommend process improvements and work closely with partners to implement relevant revisions.
3.    Serve as a member of the Incentive Compensation Working Group (ICWG) which advises the Management Compensation Oversight Committee (MCOC) on incentive compensation related matters.  Develop presentations and other materials for MCOC meetings which may also be shared with the Board Compensation and Human Capital Committee (CHCC).  
4.    Manage the completion of process documentation to support corporate governance requirements for regulatory examinations and audits, with key focus on identifying, validating, and recommending controls for risks, and ensuring management and key stakeholders are informed.
5.    Lead process improvement initiatives and updates to key procedures and policies
6.    Serve as the primary Total Rewards contact for the enterprise automation initiative.  Work in partnership with Incentive Compensation Administration, Human Capital Systems, and Enterprise Technology to develop the project roadmap and ensure execution. 
7.    Manage the HR due diligence review and research effort.  Report results and recommendations on potential risks and/or liabilities resulting from employment agreements, benefit and severance plan obligations, compensation programs, etc. for senior management review and consideration in making decisions to acquire prospective organizations.
8.    Manage the negotiation of HR-related commitments to be included in purchase or divestiture agreements, working with internal and external legal counsel, Truist leadership, and target company representatives.  Ensure compliance with those commitments during HR conversion and implementation of programs for teammates and Truist.
9.    Manage determination and payment of non-contract compensation related to mergers, acquisitions, and divestitures, to ensure accurate and timely processing of severance benefits, retention bonuses, and other related payments to maximize achievement of corporate cost savings goals.
10.    Manage and/or oversee the employment process for each acquisition/conversion/divestiture, ensuring that Truist policies are exercised, resulting in fair and equitable application. 
11.    Manage and/or oversee the timely and accurate transition of data for job titles, compensation, and all necessary employment-related details for mergers, acquisitions, and divestitures.
12.    Manage and/or oversee necessary teammate training to ensure readiness to serve internal and external clients at the time of conversion.
13.    Provide leadership and direction to other members of the compensation team.

QUALIFICATIONS
Required Qualifications:
The requirements listed below are representative of the knowledge, skill and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1.    Bachelor’s degree or equivalent education, training and work-related experience
2.   10 years of experience in a compensation or other HR-related discipline
3.    Excellent analytical skills and project management skills
4.    Working knowledge of all aspects of talent acquisition, teammate relations, benefits, compensation, and training
5.    Demonstrated proficiency in basic computer applications, such as Microsoft Office software products
6.    Strong interpersonal skills
7.    Excellent verbal and written communication skills
8.    Diplomacy in group and individual interactions
9.    Leadership and facilitation skills

Preferred Qualifications:
1.    Demonstrated negotiation skills
2.    Project Management Professional (PMP) Certification

General Description of Available Benefits for Eligible Employees of Truist Financial Corporation: All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist’s generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist’s defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.

Truist supports a diverse workforce and is an Equal Opportunity Employer that does not discriminate against individuals on the basis of race, gender, color, religion, citizenship or national origin, age, sexual orientation, gender identity, disability, veteran status or other classification protected by law. Truist is a Drug Free Workplace.

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