Director, Global Compensation, Executive Compensation & Mobility

This position will be posted for a minimum of 3 days and will remain open until filled or adjusted based on the volume of applicants.

Further your career at Ball, a world leader in manufacturing sustainable aluminum packaging. Achieve extraordinary things when you join our team, and make a difference in your professional development, the community, and around the globe!

Ball is thrilled to receive Newsweek's 2023 Top 100 Global Most Loved Workplace award! As a sustainable product leader, we have over 16,000 global team members. From endlessly recyclable aluminum cans, and cups, to aerosol bottles, our goal is to contribute to a better community, society, and world.

Primary purpose of the position: 

The Director, Global Compensation, Executive Compensation & Mobility, is a critical member of the Global Total Rewards Leadership team. The role is responsible for strategy, design, communications, and governance of Ball’s global executive, broad-based compensation, and global mobility programs.  Partners with key stakeholders to ensure the alignment of design initiatives with business goals and objectives across compensation and mobility. Leads the relevant COE teams, including a team of international Total Rewards Leads, to ensure organizational goals are met.

Essential Responsible Areas:

Overall

• Contributes to the development of the Global Total Rewards strategy to ensure it aligns with and drives the performance of the business, considering competitive positioning, employer branding, and employee engagement & rewards 
• Partners closely with various business leaders, HR partners, Total Rewards Operations and regional Total Rewards Leads to understand business requirements and to effectively align Ball’s global compensation and mobility programs and strategies and to ensure that rewards programs optimize the organization’s ability to attract and retain top talent.  Leads the analysis of global compensation and mobility programs to ensure that they are market competitive and cost effective.
• Leads M&A activity and due diligence related to compensation and mobility
• Provides people leadership, strategic guidance and development of the respective COE teams, Program Managers and regional Total Rewards Leads

Executive Compensation Responsibilities 

• Leads the development of agenda topics and meeting material for the Human Resources Committee of the Ball Corporation Board of Directors (“HR Committee”) 
• The HR Committee has 5 regularly scheduled meetings annually (and additional meetings as needed)
• Manages the processes, timeline, and the development and coordination of materials for the Compensation Committee of the Board of Directors meetings.  
• Conduct meetings with and ensure the preparedness of Executive Management, the Chair of the HR Committee, and the external consultants to the HR Committee. The individual is expected to be a subject matter expert of the materials being presented at these meetings and is expected to have a recommendation and point of view on all agenda items/ topics/issues being presented to the HR Committee.
• Owns the development and accuracy of the Compensation Discussion and Analysis of the annual Shareholder Proxy (“CD&A”), including required compensation-related tables and disclosures
• Develops materials and manage calendar/timeline/process for the annual assessment of the Executive Compensation program and packages
• Closely collaborate with various internal groups – Corporate Secretary’s Office, Controller’s Group, Legal, Tax, Internal Audit, Financial Accounting, Equity Administration, and others as needed - on a wide variety of issues pertaining to equity and executive compensation
• Serve as the point of contact with Compensation Committee’s consultants in requesting and preparing detailed analyses and materials as needed for the Executive Management and the HR Committee

Compensation Responsibilities

• Develops the strategy, design, development and method of delivery of the global job evaluation/grading, compensation programs (including base, short-term incentives, long-term incentives), and recognition programs to ensure consistency across the organization
• Partners with HR, Global Compensation Program Managers, and regional Total Rewards Leads to develop communication strategies for the effective communication of compensation programs to employees.
• Oversees vendors, as necessary, to provide compensation programs

Global Mobility Responsibilities 

• Develops the strategy, design, development and delivery of the global mobility program for long-term and short-term assignment, international permanent transfers and domestic relocations, including the tax and immigration philosophy
• Partners with HR and the Global Mobility Program Manager to determine the appropriate deployment of resources to deliver global mobility services
• Oversees the global mobility vendor relationships to ensure overall effective delivery of services provided. 

Position Requirement & competencies:

Professional & Education Qualification

• 10+ years of experience in compensation with at least 7-10 years of deep experience in executive and/or broad-based compensation.  

Experience should include:

• Design, development and implementation of executive compensation strategy and equity and incentive programs – in particular in the context of building solutions to specific executive talent management issues
• Preparation and delivery of materials for the Compensation and/or HR Committee of a Board of Directors
• Preparation of materials for the CD&A of a Company’s proxy statement
• Solid understanding and demonstrated experience of executive compensation and benefits programs (including base pay, incentive plan design, long-term incentive plan design, executive benefits, and perquisites)
• Evidence of detailed external research and benchmarking of the total reward programs
• Practical experience of stock plan administration would be a requisite.
• Solid understanding of the external regulatory/governance environment and disclosure requirements; Technical knowledge of pertinent topical areas such as tax law, GAAP accounting, FASB regulations and securities law
• Demonstrated experience of dealing with and influencing senior leadership at all executive levels within the context of executive compensation
• Demonstrated experience of partnering with external advisors and managing relationships with the investor community (e.g. institutional investors and major shareowners)
• Strong financial background and general business acumen
• Experience of working as part of an HR senior leadership team and demonstrated capability in contributing to overall HR strategy in a fast-paced, multinational environment.
• Strong experience in financial modeling and ability to think strategically, analytically and creatively.

Skills:

• An ability to interact at all levels and with a diverse group of businesses and functions
• Core ability to influence and work through others, including HR peers and Finance to gather feedback, develop strategies, and help the business execute appropriate strategies 
• Strong influencing, negotiation and communication skills with the ability to present ideas at the senior level and gain executive buy-in and alignment around key priorities; Clear, concise and effective oral and written communication skills are critical to success in this role.
• Creative thinker who can provide strategic thought leadership and the ability to think globally and objectively to solve complex issues and challenges 

 Compensation & Benefits

• Hiring Salary Range: $145,700 - $213,020 (Salary to be determined by the applicant’s education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.)
• This role will be eligible to participate in the annual incentive compensation plan.
• Ball includes a comprehensive benefits structure, Go to our career site and click "Total Rewards" to learn more.

When submitting your application to Ball, we encourage you to emphasize your skills, experience, and qualifications that align with the role. Under Colorado, California, Connecticut, Minnesota, and Pennsylvania law, you have the right to exclude or redact age-related details—such as your date of birth, school attendance dates, or graduation dates—from your resume, cover letter, CV, or other supporting documents (e.g., transcripts, certificates). 

Ball Corporation is proud to be an Equal Opportunity Employer. We actively encourage applications from everybody. All qualified job applicants will receive consideration without regard to race, color, religion, creed, national origin, aboriginality, genetic information, ancestry, marital status, sex, sexual orientation, gender identity or expression, physical or mental disability, pregnancy, veteran status, age, political affiliation or any other non-merit characteristic. 

When you join Ball you belong to a team of over 16,000 members worldwide. Our products range from infinitely recyclable aluminum cans, cups to aerosol bottles that enable our customers to contribute to a better world.

Each of us has a deep commitment to diversity and inclusion which is the foundation of our culture of belonging.

Everyone at Ball is making a difference by doing what we love. Because what we create may change, but what we will always make is a difference.

Please note the advertised job title might vary from the job title on the contract due to local job title structure and global HR systems.
No agencies please.

#LI-JC1

#LI-Remote