Why Endo?
We want the best and brightest people at Endo to help us achieve our mission to develop and deliver life-enhancing products through focused execution. Our nearly 3,000 global team members understand the important role we play in delivering healthcare and are dedicated to supporting each other as we work to bring the best treatments forward. Our shared values of Integrity & Quality, Innovation, Drive, Collaboration and Empathy guide our team and enable us to deliver upon our vision of helping everyone we serve live their best life.
At Endo, we are building a diverse, equitable and inclusive workplace, and we are looking for talented individuals to join our team.
Job Description Summary
This position plays an important leadership role in shaping the culture of Endo by reinforcing the alignment of goals and objectives and results-based rewards. This role provides broad-based compensation support for Endo’s programs and helps to embed the value of recognition (cash and non-cash) through the development of programs, education and management tools so that employees are engaged and valued for their contribution.
This position participates in the design, communication and administration of cash compensation programs, short term incentives, long term equity awards and recognition programs for all employees. This position provides consultative support in areas including job design, job evaluation, executive compensation, and sales incentives. This position will provide support for board or executive leadership material preparation on subjects specific to compensation.
Enhances workforce effectiveness by evaluating new or revised jobs, analyzing employee competitiveness and making recommendations to client HR and management. Working with cross-functional project teams, provides leadership in developing new career structures that align with our peer market and address client needs. In collaboration with HR Operations and HR business partners, plans and administers the annual compensation program, ensuring that client data and reporting needs are satisfied.
Ensures through audits, reports and personal contact that compensation activities are consistently administered in compliance with Company policies and government regulations.
- Manages policies, processes and practices relative to
- Base pay of approximately $117 Million
- Incentive Compensation of approximately $11 Million
- Stock Compensation of approximately $12 Million.
Job Description
Scope of Authority
- span of control (work unit, site, department, division, etc.), monetary value of budget/spend authority ( capital, operating, etc.), P&L responsibility, etc.
Contributes on enterprise-wide compensation programs and processes and has responsibility for a subset of Endo’s clients/businesses
Key Accountabilities
- key outcomes/deliverables, the major responsibilities, and % of time
Accountability
Responsibilities
% of Time
Client & Compensation Support
- Plans, develops, and implements new and revised compensation programs, policies, procedures, in support of Endo’s strategic business objectives
- Operates as an internal consultant to provide broad-based compensation and policy guidance to HR business partners and client groups. Provides accurate, relevant and timely information and assistance to internal clients, striving to maintain the highest quality and customer service standards
- Analyzes, recommends, communicates, and administers cash compensation programs (such as market rate adjustments) and short term incentives for client groups
- Works with cross-functional project teams to develop new career structures that align with our peer market data and address client needs
- Educates client managers and employees about compensation philosophy, pay for performance, etc.
15%
Employee Recognition
Manages Endo’s Employee Recognition program
- Working with the external vendors, ensure that data, programming, and communications are in alignment with Program parameters
- Prepares employee communications
- Prepares and communicates annual budgets
15%
Executive Compensation & Equity
- Responsible for NEO analyses and reporting (interim & Proxy)
- Analyses executive benchmark matches and prepares compensation reports for CEO and Board review
- Analyzes and audits equity usage, overhang & burn rates. Prepares sophisticated equity analyses, projecting impact and value of upcoming vesting
10%
Job Analysis
- In partnership with Compensation colleague, ensures that job data and reliable reports are available
- Exercises judgment in assessing job comparability and the relevance and quality of the available data; ensures jobs are aligned to the appropriate survey data cut
- Oversees the preparation of survey reports and queries for annual survey submissions
10%
Survey Submissions & Analysis
- Acts as point person with survey representatives, participates in benchmarking surveys, and analyzes results
- Generates reports of survey results from third-party survey websites
- Analyzes market data on an annual basis to determine market trends
10%
Annual Compensation Program
- In collaboration with HR Operations and HR business partners, plans and administers the annual compensation program, ensuring that client data and reporting needs are satisfied
- Prepares Reporting templates that facilitate decision-making and recommends process improvements
20%
Continuous Improvement
- Participates in the development of new or revised processes to improve systems, procedures, and guidelines of compensation programs to ensure they are internally equitable, externally competitive, and in compliance with government regulations and Company policies
10%
Initiatives
- Participates in the redesign, communication and administration of cash compensation programs, short term incentives, long term equity awards and recognition programs for all employees
- Provides compensation support of acquisitions and divestitures as required
5-10%
Compliance
Administers compensation in compliance with applicable laws and regulations such as FLSA, Title VII, Equal Pay Act, Americans with Disability Act, etc.
continuous
Other duties as assigned
Total
100%
Qualifications
Education & Experience
Minimal acceptable level of education, work experience and certifications required for the job
- BA/BS degree plus a minimum 8 years progressive experience in compensation or related areas in a medium-to-large organization, including extensive use of market data and analytical work; advanced degree is a plus
- Or, relevant Master’s degree plus a minimum of 6 years progressive experience in compensation in a medium-to-large organization, including extensive use of market data and analytical work
- Experience analyzing cash compensation programs, short term incentives, long term equity awards and recognition programs; designing program is a plus
- Certified Compensation Professional (CCP) strongly preferred; SPHR and other HR-related certifications a plus
Commitment To Diversity, Equity, And Inclusion
At Endo, our diversity unites and empowers us as One Team, and we are committed to cultivating, and valuing, each person’s unique perspective. We actively promote a culture of inclusion that draws strength from our broad spectrums of diversity, including race, ethnicity, religion, gender identity or expression, national origin, color, sexual orientation, disability status, age, and all our other unique characteristics, qualifications, demonstrated skills, achievements, and contributions, backgrounds, experiences, cultures, styles, and talents.
EEO Statement
At Endo, we firmly believe in the principles of equal employment opportunity and strive to create an atmosphere where all employees, regardless of their race, color, creed, religion, sex, gender identity or expression, sexual orientation, national origin, genetics, disability (including pregnancy), age, or military or veteran status, feel valued, respected, and empowered. Our commitment to EEO extends to every aspect of employment, including recruitment, hiring, training, promotions, compensation, benefits, transfers, terminations, and all other employment practices. We are dedicated to ensuring that all employment decisions are based on qualifications, skills, and merit.
