Director, Talent Manager, HR​/Recruitment

Company Description

At Nielsen, we are passionate about our work to power a better media future for all people by providing powerful insights that drive client decisions and deliver extraordinary results. Our talented, global workforce is dedicated to capturing audience engagement with content - wherever and whenever it’s consumed. Together, we are proudly rooted in our deep legacy as we stand at the forefront of the media revolution.

When you join Nielsen, you will join a dynamic team committed to excellence, perseverance, and the ambition to make an impact together. We champion you, because when you succeed, we do too. We enable your best to power our future.

Plans, designs, evaluates and administers employee compensation and benefit programs such as salaries, short- and long-term incentives, job evaluations, performance appraisals, retirement plans, and life, health and disability insurance.

Building, developing and maintaining the Global Compensation Guidelines. This role supports the business leaders, and fellow People (HR) colleagues in researching job requirements, evaluating job positions and ensuring the Company maintains a competitive and equitable, total compensation package. In addition to leading a team and processes for their region as it relates to compensation.

• Provide leadership and expertise for the regional area (multiple countries/global) to provide expertise and guidance in all areas of compensation including in the current key areas of job architecture/career framework, system related activities as it relates to compensation and benefit program harmonization.
• Recommend and help to implement process improvements for efficient, streamlined delivery and positive employee experience. Partner closely with the People team and business leaders to design and execute on pay strategies to attract and retain our key talent in the region:
  Providing a consultative and creative approach to compensation.
• Recommend and execute on regional compensation roadmap, including evaluation of job architectures, development of pay policies and structures, salary survey participation, and incentive plans. Includes being part of the team that is working together to build and execute on global compensation requirements.
• Recommend and help to implement process improvements for efficient and streamlined benefits delivery and positive employee experience. Partner very closely with HR Shared Services to ensure benefits operations is aligned with benefit design and strategy.
• Create and take a proactive approach to compensation flagging key areas of improvement and needed alignment to the market that is aligned with our internal compensation philosophy.
• Provide leadership to a team of direct reports to develop and grow in their career.
• Be a key team player for the global compensation and total rewards team as it relates to building and developing Global Compensation Guidelines.

• 5+ years of professional HR experience with a minimum of 5 years of proven compensation experience.
• Demonstrated ability to attract, manage, and develop a high performing team; ability to influence behavior both with and without direct authority.
• Demonstrated experience in both market / global line of business compensation.
• Strong builder of relationships. Able to connect and advise leaders within the business.
• Robust analytical skills.
• Ability to work collaboratively across teams; strategically focused on continuous improvement.
• Action oriented and adept at working in a fast paced, growing organization.

Enabling your best to power a better media future. Our comprehensive benefits package (including health & wellness plans, 401(k) retirement coupled with a Nielsen match, a generous paid time off policy, company provided car for those who qualify, and if eligible, a discretionary incentive/bonus) is designed to be inclusive for all employees and families, and we take pride in ensuring that employees are rewarded holistically for the role they are doing and their performance.

A reasonable estimated salary range for a new employee has been provided. It would be adjusted based on…