Full Job Description
Responsible for the establishing, implementing, and leading strategic compensation programs that enhances the competitive advantage of Walgreens Health in the talent marketplace.
Responsible for the establishing, implementing, and leading strategic compensation programs for one or more major business units that enhance the areas’ competitive advantage in the talent marketplace to include base pay, short- and long-term incentive programs, sales incentive programs, and non-cash recognition programs across the enterprise. The scope of the role covers all jobs within the respective business including executive compensation.
Provides leadership and direction to compensation professionals aligned with the respective business units and ensures optimal compensation consulting and support services are available. Develops the rewards necessary to achieve business objectives.
Executes strategic compensation initiatives through the completion of tactical actions that fulfills the business objective of enhancing competitive advantage through the attraction and retention of top talent. Ensures that Compensation goals are aligned to the Company’s short- and long-term goals and objectives.
Leads processes and ensures compliance and integrity of compensation documentation, systems and programs – balancing speed and agility, customer expectation management, and program nimbleness to meet ever-changing business environments.
Collaborates and fosters an open and consultative relationship with other HR business units to ensure consistent HR strategies and support to the business.
Functions as the respective business subject matter expert on all job evaluation and base pay determination matters and the stewardship and integrity of the Company’s approved job evaluation program.
Collaborates and provides subject matter expertise in the administration of compensation administration activities to include, but not be limited to, annual salary review programs, compensation survey analysis and management, policy and procedures development, and ongoing compensation and total rewards education for managers and team members.
Develops and effectively utilizes competitive intelligence and market data to proactively address compensation challenges that impact the business and maintains a long-term vision and planning perspective on how to maintain and enhance the perception of Walgreens as an employer of choice in the talent marketplace
An Equal Opportunity Employer, including disability/veterans
About Walgreens Boots Alliance
Walgreens Boots Alliance (Nasdaq: WBA) is a global leader in retail pharmacy, impacting millions of lives every day through dispensing medicines, and providing accessible, high-quality care. With more than 170 years of trusted healthcare heritage and innovation in community pharmacy, the company is meeting customers’ and patients’ needs through its convenient retail locations, digital platforms and health and beauty products.
Including equity method investments, WBA has a presence in more than 25 countries, employs more than 450,000 people and has more than 21,000 stores.
WBA’s purpose is to help people across the world lead healthier and happier lives. The company is proud of its contributions to healthy communities, a healthy planet, an inclusive workplace and a sustainable marketplace. WBA is a participant of the United Nations Global Compact and adheres to its principles-based approach to responsible business.
WBA is included in FORTUNE’s 2021 list of the World’s Most Admired Companies. This is the 28th consecutive year that WBA or its predecessor company, Walgreen Co., has been named to the list.
More company information is available at www.walgreensbootsalliance.com
Bachelor’s Degree and at least 6 years of strategic planning, design, implementation, and managing base, variable, and sales compensation programs and supporting policy development, or a high school diploma or equivalent and at least 9 years of strategic planning, design, implementation, and managing base, variable, and sales compensation programs and supporting policy development
Experience partnering with HR generalist and business partners in the development and implementation of compensation processes, procedures, and programs to support business needs
Knowledge of compensation related Federal, state, and municipal laws and regulations and there applicability to the operations of a business.
At least five (5) years experience analyzing and reporting data in order to identify issues, trends, or exceptions to drive improvement if results and find solutions.
At least five (5) years experience in designing and implementing non-cash recognition/reward programs.
At least 2 years of experience contributing to financial decisions in the workplace.
At least 3 years of experience of direct leadership, indirect leadership and/or cross-functional team leadership.
Willing to travel up to 15% of the time for business purposes (within state and out of state).
Master’s degree or MBA
Experience designing and implementing compensation programs in a start-up environment
Experience as a compensation consultant in a retail and/or healthcare organization
Designated as a Certified Compensation Professional by WorldatWork.
Experience as a compensation consultant to companies with annual revenues in excess of $1 billion.