|
POSITION TITLE
|
USAG Director of Compensation
|
|
REPORTING RELATIONSHIP
|
This role reports to USAG Senior Vice President, Human Resources
|
|
CLIENT OVERVIEW
|
Genuine Parts Company, (GPC) founded in 1928, is a global service organization engaged in the distribution of automotive and industrial replacement parts. The Company serves hundreds of thousands of customers from a network of more than 10,000 locations in 14 countries and has approximately 50,000 employees.
Proudly celebrating 93 years of distribution expertise, GPC’s commitment and reputation for “just-in-time service” positions the company as a critical partner in its customers’ success. In 2020, GPC reported excellent revenues of $16.5 billion and net earnings of $765 million. GPC has paid a cash dividend to shareholders every year since going public in 1948 and this year marked it 65th consecutive year of increased dividends paid to shareholders.
Representing 66% of GPC’s 2020 revenue, the Automotive Parts Group distributes automotive replacement parts, accessories and service items throughout the U.S., Canada, Mexico, France, the U.K., Germany, Poland, the Netherlands, Belgium, Australia and New Zealand. In North America, more than 560,000 parts are sold primarily under the NAPA brand, widely recognized for quality parts, service and knowledgeable people with 17,000 employees throughout the United States. Its stores and distribution centers sell to both the retail and commercial automotive aftermarket customers covering all domestic and foreign motor vehicle models.
GPC’s culture is strengthened by core values, which include a steadfast commitment to diversity and inclusion. As part of GPC’s investment in its people, they make diversity and inclusion a priority. The corporate goal is to create a culture where they value, respect, and provide fair treatment and equal opportunities for all employees.
Genuine Parts Company's common stock is traded on the New York Stock Exchange under the symbol "GPC". We invite you to learn more about this exceptional corporation at www.genpt.com.
|
|
LOCATION
|
Corporate Headquarters, Atlanta, Georgia; GPC offers a modified remote working option after first year
|
|
POSITION IMPACT
|
As our Client continues to expand both domestically and internationally, USAG Director of Compensation is an excellent career opportunity to join one of the finest Fortune 200 companies in the United States with a history of financial stability and sustainability. This is an impactful role to support the compensation strategy and growth of this world-class enterprise. Our Client is known for its visionary leadership and a culture of employee stability and longevity.
This is a unique professional opportunity to lead the compensation initiatives/ strategy of the US Automotive Group. NAPA is a parts store and so much more! In this role, the selected candidate will lead the development, design, and implement compensation programs to attract and retain top talent around the country. The NAPA brand is known for having KNOW HOW and our client is looking for a talent who can bring Compensation KNOW HOW! In this highly matrixed role, compensation programs will be developed to support NAPA’s strategic objectives and meet all legal requirements.
|
|
FUNCTIONS AND RESPONSIBILITIES
|
The Director of Compensation leads and executes employee salary structure, planning processes, and performance management for the company. This includes current broad-based compensation programs (study, analysis, design, evaluation, communication, implementation, and administration) such as base salary for salaried and hourly employees with a mindset of continuous improvement. It also includes the compensation for a large body of hourly employees and sets strategy for pay progression rates to remain competitive in a challenging industry. This role is essential to ensuring compliance with state and federal compensation-related laws.
Specific functions and responsibilities of the position include:
§ Salary Pay Grades – Establishes/ maintains salary pay grades and scales, develops market pay values, ensures proper geography zones
§ Target Bonus Levels – Ensures proper target bonus levels including new hires or promotions. Models/ recommends changes to existing programs. Administers bonus plans for headquarters and field employees
§ Long-Term Initiatives -- Implements long-term strategic compensation initiatives such as sales performance management and sales force effectiveness
§ Executive Comp -- Works with senior NAPA leadership on executive compensation (base and short-term incentives)
- § Job Evaluations -- Manages program including analysis; Administers job grades and salary range structures. Manages salary surveys
- § Job Description Maintenance -- Prepares, edits, and updates job descriptions
§ HR Director Support --Partners closely with the divisional HR directors on compensation initiatives
§ Store & Division Leader Partnership -- Collaborates on recommended changes to store and Distribution Center compensation programs and implementation of comp programs
§ Planning & Performance Management -- Manages salary planning and performance management processes
§ Job Administration Guidelines -- Ensures compliance by field and headquarters. Determines desired job hierarchy, establishes job criteria, sets up codes in HRIS, and monitors usage by field and headquarters
|
|
PROFESSIONAL
QUALIFICATIONS
|
The ideal candidate possesses 10+ years in a compensation career focused on compliance of various compensation models including incentive programs/ bonus plans with at least 5 years in a management role. This includes experience in compensation programs comprised of 5,000+ FTEs with a majority of non-exempt (hourly) field employees. Finally, we seek a leader who can make immediate impact working independently in a fast-paced environment.
Additional qualifications include:
§ Demonstrated ability to use Excel spreadsheets at an advanced level for modeling and plan administration; truly enjoy working with large amounts of data
- § Skilled to take large amounts of data, organize, analyze, and present thoughtful recommendations
- § Possess compensation skills in HRIS, salary planning, sales and executive compensation, market pricing, range development, bonus plan admin, job description creation / maintenance, performance management applications and use of online market pricing tools
|
|
PERSONAL
QUALIFICATIONS
|
We seek a charismatic, demonstrably successful leader who is a great fit into GPC’s corporate culture of “working leaders.” He / She must possess good judgment, maturity, and a strong “roll up your sleeves” work ethic.
The candidate’s personal characteristics should also include:
- § Excellent written and verbal communication skills with the ability to organize and present ideas on compensation programs
- § Strong influencing skills working cross-functionally with other departments, field management, as well as leadership
- § High energy, multi tasker
- § Ability to manage conflict and demonstrate the courage to challenge organizational thinking and the status quo
- § Critical thinking skills and the ability to make decisions based on data, experience, and GPC’s values and judgement to know when to involve others
- § Exhibits confidence in self and in others, inspires and motivates to perform well; accepts feedback from others
|
|
EDUCATION/
CERTIFICATIONS
TRAVEL
COMPENSATION
|
Bachelor's degree required, preferably in Business
Certified Compensation Professional (CCP), preferred
It is anticipated light travel will be required during first year of employment to personally meet with key stakeholders / partners – US only travel.
Our client offers an attractive compensation package that includes a competitive salary commensurate with experience and bonus incentive based upon individual performance and corporate results.
|
|
CONTACT
|
Alissa B. Hawkins Laura Lloyd
Partner Search Partner
Handler Handler
Alissa.Hawkins@Handler.com Laura.Lloyd@Handler.com
(770) 974-3598 (770) 800-6639
|
|
|
