Director Of Rewards And Talent Operations

In short

Our Talent team is expanding with the growth of On and we are looking for an enthusiastic person to join us in this journey as a Director of Total Rewards & Talent Operations. This pivotal role combines strategic leadership and innovative Talent (HR) management. You will influence the comprehensive total rewards and global mobility strategies, ensure global Talent Operations alignment, and oversee EMEA Talent Operations & Lifecycle support. We are looking for someone passionate about people leadership, data analytics, project management, and operational excellence.

Your Mission

• Provide mentorship, guidance, and career development to a team of Total Rewards, Global Mobility, EMEA Talent Operations, and EMEA Talent Lifecycle leaders and specialists
• Lead cross-functional projects that strive to deliver operational excellence and a seamless Talent experience for team members across their talent lifecycle
• Evaluate and enhance workflows emphasizing automation and improvement, focused on Talent Ops responsibilities of Payroll, Rewards Ops, Mobility, Fleet Management, and new entity or Retail Store set-up
• Assess current mobility programs, practices, and guidelines alongside On’s business needs; as well as tax, social, and legislative changes to deliver premium service
• Support and guide the Total Rewards team in further defining our global compensation and benefits strategy for the years to come
• Oversee and align efforts between Total Rewards and Talent Operation sub-functions, ensuring that priorities and overall direction are aligned and there’s strong collaboration and synergies between them, specifically in topics such as the year-end process, benefits implementation and administration, as well as equity plans design and administration
• Contribute to On’s Retail growth by guiding the areas of Total Rewards and Talent Operations, to ensure we have the proper setup to scale and grow the retail population
• Set the strategic priorities for the areas of Total Rewards and Talent Operations on a yearly basis, ensuring those priorities support On’s long-term goals
• Build and maintain strong relationships with the Talent Leadership team, Talent BPs, Talent TA, and On leaders 3rd party partners

Your story

• You bring 8+ years of experience leading teams across Comp&Ben, Global Mobility, and Talent Operations; You know how these teams can partner together to amplify their impact
• You have experience leading a sub-function with multiple teams working together in an international environment
• You bring experience in a hyper-growth stage company, ideally listed in the US
• You have experience working with many different types of equity awards and their tax implications
• You have the entrepreneurial mindset to be able to handle a considerable amount of data, but yet structure it and provide clear recommendations based on your analysis
• You have excellent project management skills; You are resourceful, and flexible and know where your time delivers the highest impact
• You seek to solve problems creatively and you don’t necessarily stop at the most obvious answer; You enjoy thinking outside the box
• You are a skilled communicator and able to effectively illustrate the value of the benefits offered
• You are skilled at navigating the polarity of global and regional, you know when global alignment is key and when regional autonomy is best
• You know when process and structure can be used as an enabler of innovation
• You have the ability to balance multiple priorities and keep up with project scope changes while meeting timelines

What to expect

We want to set everyone up for success, so here’s the lowdown on how we hire. Our process is a two-way street – bringing you into our culture, while helping us learn how you think.

Our full process can last about eight weeks from application to offer, because we care about getting it right. These steps explain how we usually do things.

Before you get started, feel free to consider if you want to work with us. Strange question? Well, we give people a lot of space to navigate their day-to-day and that style isn't for everyone. We want you to be passionate about what you do and be sure this is the right fit. Because when skills and passion combine – it creates that 'Wow' moment.

• Step One

  It starts with you...

  You'll start by submitting your application to a specific role. We try to keep this step as simple as possible. We do get a lot of applications, but we review them all. We ask that you allow around 14 days for us to come back to you with a response. If you are a good fit to the role, someone will follow up with you within that window. If you didn't receive a reply, or were unsuccessful this time around, we encourage you to look for other possible matches at On.

• Step Two

  Interview with a recruiter

  What ignites your spirit? This is where we’ll start getting to know all about you and what makes you tick – and it’s your first chance to get a feel for our culture. Chatting with a member of our talent team, you’ll learn more about On and how we work. We’ll learn about what motivates you and what you could bring to the team.

• Step Three

  Interview with a hiring manager

  Ready to dig into the details? This second interview will be held with your future manager and will focus on the specifics of the job. Together you’ll delve into your unique skills and experiences and how they could be relevant at On. It's also a time to assess how you might feel working side-by-side. Bring any questions you have about the job, the team or anything else you might like to know – this is an open forum.

• Step Four

  The Case Study

  What's your style? This task will help us understand how you think, face a challenge and give insight into your novel ideas. Designed to give everyone their best shot, your case study is based on something you might typically experience on the job. This is your chance to show us what you’ve got. So express yourself. Be you.

• Step Five

  The Experience Day

  Your first taste of the Oniverse. This is a time to meet some of the people you'll be working closest with. In person or virtually, you'll get a feel for the day-to-day at On and the people who make it happen. You'll chat with a few potential teammates - the conversations will be as equally driven by the role and your experience as by our values. We believe how you do things is just as important as what you do.

• Step Six

  The Result

  Are we a good fit? We’ll get together internally to share our feedback and decide if we’re a match. We know that job searching is a big time investment, so it’s not a decision we take lightly. It’s also time for you to reflect on the experience – are we the right place for you? No matter the outcome, we’ll give you meaningful feedback.

Step One:

It starts with you...

You'll start by submitting your application to a specific role.

We try to keep this step as simple as possible. We do get a lot of applications, but we review them all. We ask that you allow around 14 days for us to come back to you with a response. If you are a good fit to the role, someone will follow up with you within that window. If you didn't receive a reply, or were unsuccessful this time around, we encourage you to look for other possible matches at On.