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Sr. Director, Executive Compensation and Global Compensation Strategy Job Description

Job Category Human Resources Job Location San Diego, California; Phoenix, Arizona

About Us

We are more than a specialty finance company providing debt recovery solutions for consumers. We are a global team of over 4,000 employees whose daily mission is to empower consumers to begin their path towards financial recovery and build a better life for themselves and their families. We know that the only way to support this mission is by hiring exceptional people who bring a diversity of ideas, a collaborative spirit, and a passion for attaining breakthrough results.  If you are results-driven, have a passion for helping others, and thrive in an innovative environment, this might be the right place for you!

About the Role

The Sr. Director, Executive Compensation and Global Compensation Strategy will be responsible for building and defining global compensation strategy for Encore Capital Group (“Encore”) while creating a solid operating framework that enables the company to grow domestically and internationally in a highly efficient and effective manner. The Sr. Director will ensure that Encore’s global compensation programs are competitive, sustainable, scalable and have an impact on the long- and short-term performance of the organization. This leader must be knowledgeable about compensation practices in Encore’s geographical footprint – which currently covers U.S., India, UK and parts of western Europe, India and Costa Rica.  This leader also is responsible for executive and board compensation and is accountable to the Compensation Committee of Encore’s Board of Directors, executive leadership and employees across the organization.  Position reports to Encore’s SVP & Chief Human Resources Officer.

Key responsibilities:

  • Lead the development and realization, design, implementation and communication of Encore’s global compensation strategy and related global, enterprise-wide programs.  Serve as a Center of Excellence for Encore and offering indirect oversight to compensation teams in the busines units.  Act as an internal consultant and partner with the business unit HR and Compensation teams to execute defined strategies and consult on global compensation practices and other compensation best practices.
  • Develop materials for Compensation Committee of the board, including relevant parts of the proxy and other SEC filings, and manage executive and board compensation offerings/programs. Develop and manage internal communications for executive and global, enterprise-wide compensation programs, including short- and long-term incentives. 
  • Directly manage a very small team at the Encore holding company, with dotted-line reporting from the Compensation teams in the business units.  Mentor and coach Compensation team members in the business units. Liaise with other U.S. and non-U.S. subsidiaries where there is indirect oversight.
  • Work effectively with the Compensation Committee of Encore’s Board of Directors, executive leadership, management, employees & vendors to build market-competitive global compensation programs which enable the attraction and retention of talent.
  • Collaborate with finance executives to plan and review cost implication of executive compensation programs, including short- and long-term incentives. Also serving as both a member of and key contributor to Encore’s global HR leadership team which includes supporting broader people initiatives. 
  • Ensure process efficiency, data integrity and the use of automation to create a solid, easy-to-do business with operating system and process framework. Manage and effectively execute deliverables in a fast paced and growing global environment.
  • Understand and comply with all applicable laws and regulations in the states and countries in which the company operates. Keep abreast of compensation trends and developments across the globe.  Ensure that all programs, plans and policies meet appropriate compliance standards.  May lead due diligence and integration of compensation programs for acquisitions.

Key relationships:

Internal

  • Chief Executive Officer, Chief Human Resources Officer, Chief Financial Officer and FP&A/Accounting teams, and other key Corporate Executives.
  • Corporate and Business Unit Human Resource leaders and teams.
  • Compensation Committee of the Board of Directors.

External

  • Compensation consulting firms.
  • Actuarial and accounting firms.
  • Other vendors/partners.

To be successful in this role, you’ll have:

  • Strong executive compensation knowledge in a public company setting.  Deep working experience with Compensation Committees of public company board of directors.
  • Strong global compensation background, especially with practices in the US, UK, Europe, India and Costa Rica.
  • Strategic business focus including ability to read and analyze financial plans and statements.
  • Survey participation experience, including executive surveys
  • Strong knowledge of labor, pay laws, regulations
  • Proxy analysis, job analysis, job evaluation (market-based, job content, job slotting)
  • Base pay program design; incentive pay program design (STI and LTI) and cost impact analysis
  • Consulting (Big 4) experience highly desired

Education & Experience:

  • Bachelor's degree required; Master’s preferred. Human Resources, Business, Finance, Accounting or related field preferred
  • Experience working for a public company
  • Experience presenting to Board of Directors and leading Compensation Committee sessions
  • 10+ years progressive HR management experience
  • Proficient with MS Office, including advanced proficiency in Excel and PowerPoint.  Workday experience a plus.
  • SPHR or SHRM-SCP, CCP a plus

What We Offer

We understand the important balance between work and life, fun and professionalism, and corporation verse community. We strive to support your career aspirations and provide the benefits you need to live a more fulfilling life.

Our compensation and benefits programs were created with an 'Employee-First Approach' focused on supporting, developing, and recognizing YOU.  We offer a wide array of wellness and mental health initiatives, support volunteerism, and environmental efforts, encourage employee education through leadership training, skill-building, and tuition reimbursements, and always strive to provide promotion opportunities from within.

All these things are just a small way to show our employees that we recognize their value, we understand what is important to them, and we reward their contributions.

Encore Capital Group and all of its subsidiaries are proud to be an equal opportunity employer and value diversity at our company. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application and/or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation at Talent@mcmcg.com.

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