The Head of Global Total Rewards and People Operations will provide strategic oversight and guidance for BlackLine's approach to global compensation, benefits, HRIS and HR Operations. Reporting to the Chief People Officer, the department head will lead our global compensation programs including salary, bonus, and equity plans, as well as global benefit and wellness programs, global mobility, HR administration, and HRIS. 

The Head of Global Total Rewards and People Operations should possess senior-level experience developing compensation philosophies for publicly traded companies with complex, matrixed organizational structures. Ideal candidates will have a deep subject matter expertise, strong relationship-building abilities, and a passion to create programs that enable BlackLine to foster a high-performance orientation and contributes to a great company culture.
Responsibilities:

At the core of the department head's mandate will be to continue to elevate the Total Rewards strategy to support the company's continued growth and competition for talent. This leader will work alongside their team to operationalize that strategy and ensure it is embraced broadly across the organization.

General Employee Compensation Process & Policies

• Review current compensation programs; lead the proposal, development and implementation of necessary changes to BlackLine's Total Rewards philosophy and programs
• Lead successful annual compensation planning including but not limited to execution of base salary, bonus, equity awards and all related communications and administration
• Provide thought leadership on compensation issues including new hire packages, performance recognition, retention arrangements and compensation structure
• In partnership with HR and Finance, establish compensation budgets and guidelines for global locations
• Provide partnership to BlackLine's job architecture program, ensuring that all salary programs, merit budgets and salary structures have market pricing at their core and are aligned with BlackLine's overall philosophy
• Manage the effective communication of all compensation and benefit programs, driving employee understanding and appreciation of the programs offered

Global Benefits

• Develop and drive a global/international benefits strategy to ensure BlackLine's programs are market competitive and enable us to attract and retain great talent 
• Lead the design, annual planning and implementation of the company's global benefit programs, including health and welfare, 401(k)/retirement, voluntary benefits and wellness initiatives maintaining employee experience and program competitiveness
• Oversee Retirement Committee (401(k)) meetings and appropriate documentation of decisions and plan changes adopted

Global Mobility and Immigration Programs

• Oversee the global mobility/immigration administration function that leads relocation for current employees and new hires

Executive Compensation & Governance

• Align with leadership, Chief People Officer and the Compensation Committee on strategic plans for Executive Compensation
• Prepare and present analyses, materials and recommendations to senior leadership and the Compensation Committee
• In collaboration with the board's executive compensation consultant, proactively review executive compensation matters and trends and recommend compensation structure and base pay adjustments; annual and long-term cash incentive plan design changes, target bonus levels, equity award guidelines, and competitive executive benefit programs 
• Partner with Legal to ensure efficient and timely filing of all legally required documents and forms and assist in preparation of communication materials for Comp Committee and Board of Directors meetings
• Partner closely with Legal to ensure legal compliance for global total rewards programs
• Oversee design of stock compensation plans with a focus on retention and meaningful rewards, balanced with fiduciary responsibility
• Partner with senior leadership, Legal, and HR team to develop appropriate approval processes and governance models needed to mature the organization and ensure fair, performance-based compensation practices

HRIS

• Lead HRIS team to design, configuration, implement, and maintain HCM, Compensation Planning, and ATS (SuccessFactors)

Qualifications:

• Minimum of 15+ years of experience in compensation, benefits, HRIS, and HR Operations with a focus on innovative, fast growing workforce; preferably gained while working for a global publicly traded organization
• Demonstrated ability to deliver flexible, creative reward strategies that link directly to business drivers
• Hands-on knowledge of the global marketplace and extensive working knowledge of global survey and analysis processes. International compensation and benefit design experience, including expatriate programs, is critical
• Experience leading benefit plans globally, effectively managing performance of external vendors/consulting partners
• Strong process and system improvement mindset with ability to lead team towards continuous improvement
• Bachelor's degree in business management, human resources or related field preferred; MBA a plus
• Experience leading the configuration and implementation of HRIS software
• Good knowledge of both U.S. and international regulatory environments
• Strong leadership, people management and mentoring skills as evidenced by a proven track-record of attracting, developing and retaining a highly talented team
• A history of successful interaction and influence with all levels of stakeholders including the Compensation Committee of the Board of Directors, Chief Financial Officer, Tax Department and other Senior Executives
• Strong understanding of interdependencies in program and systems design, legal and tax and financial implications of all compensation elements (base, bonus and equity), globally
• Smart, creative, compelling, driven. Creates a sense of urgency and is energized by speed
• Ability to develop and maintain effective working relationships with a variety of stakeholders; consultative and collaborative style that allows for influence without authority
• Proven communication skills – both oral and written
• Prior experience leading multi-function teams with multiple direct reports of varying levels