Director of Compensation

As the Director of Global Compensation and a key member of the HR team, you will be the subject matter expert for compensation and must be able to shift from conducting complex compensation analyses to presenting advanced concepts of compensation to company executives and rank and file in a clear and concise manner. IDT needs a creative, research-based professional to lead the design, development and implementation of its broad-based compensation programs. This is an opportunity to play a key role in the continued design and development of global compensation programs. This role will be accountable for continually improving the response to the challenges the company faces as it continues to grow. Our ideal candidate is a well-rounded performer who thrives in a fast paced, demanding environment. We seek both the willingness to dig deep into details as well as the ability to assess the big picture.



? Design and develop base, incentive, and executive compensation programs, based on market benchmarking studies, to reflect the Companys pay philosophy and business goals.

? Partner with the VP HR and the CEO in the development of executive compensation analysis and materials needed for presentation to the Compensation Committee of the Board of Directors.

? Manage and measure the effectiveness of complex compensation structures and, when required, deliver analysis and program direction for diverse job groups.

? Manage internal resources and external consultants to complete projects.

? Drive innovation in variable compensation programs for competitive advantage by preparing analytical studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation and equity grants. Including administration of domestic and international programs.

? Conduct market competitiveness reviews, reviewing requests for new positions and participate in market surveys, including new and leading edge resources for competitive total rewards analysis.

? Lead the organization with a strong emphasis on partnering with the business in working with the HR Business Partners, to pro-actively identify needed compensation programs, respond to compensation issues and to facilitate effective implementation of all compensation and equity programs including the annual and mid-year salary and equity programs and all other company sponsored compensation programs.

? Ensure that employees understand the pay program; determine program messages and communication themes to improve program effectiveness.

? Formulate recommendations regarding development of company salary structure, research and monitor Fair Labor Standard Act (FLSA) compliance, job revisions, organizational structures, and auditing jobs for content and preparing job descriptions reflecting responsibilities, activities, duties and requirements.

? Review proposed salary adjustments for conformance to established guidelines, policies and practices.

? Recommend corrective or alternative actions to resolve compensation-related problems.

? Review existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.

? Partner with global staffing as well as other groups within HR, both within the US and internationally, to successfully develop, brand and communicate effective total rewards strategies for the attraction and retention of key technical staff

? Formulate domestic and international equity grant strategies and guidelines, manage all employee equity grants to approved budget, and develop and shepherd shareholder equity request proposals.

? Partner with legal counsel to draft proxy CD&A for the Compensation Committee

? Design, implementation and effectiveness assessment of rewards and recognition programs as part of a total rewards st