We're on a mission to transform global workplace communication, and we need your help.  How do you prefer to collaborate with your colleagues? By phone, video, instant message, or even text? Fuze is making it easy for businesses to embrace the modern, mobile workforce. We offer a single cloud-based platform that includes these technologies and more for simple, smart communication that works. Headquartered in Boston, MA with offices and customers worldwide, we're growing at a lightning-fast speed to meet the demands of the evolving unified communications as a service (UCaaS) market.

 

Fuze is currently searching for someone to lead our Compensation practice, and help to design & build our programs to be forward-thinking, scalable, and innovative in the marketplace. This is a dynamic role that will require its incumbent to constantly move from big-picture, straegic thinking to the tactical, operational delivery of program enablement, ensuring a top-tier employee experience can be delivered by all stakeholders.

 

Reporting to the Director of Global People Operations, this Compensation role will be a key strategic member of the global People Operations function, responsible for overseeing the day-to-day compensation programs, including cross-functional collaboration with all departments and business leaders. This team member will play a key role in planning, developing and implementing new and revised compensation programs, policies and procedures to be responsive to the company's goals and competitive practices. This position is also responsible for ensuring (through audits, legal reports and personal interactions) that company compensation programs are consistently administered in compliance with company policies and government regulations.

 

This role will require a high attention to detail, superior communication, and strong time management and analytical skills. The ability to identify, analyze, and solve business problems in both a high performing cross-functional team environment and independently are beneficial traits for this position. Strong business acumen can be built, but the innate ability to solve problems, design (and improve) a process, and be agile to growing and changing needs of the business, are must-haves from Day 1.

 

Responsibilities:

  • lead, enable, and streamline all elements of Fuze compensation programs, including: the design of cash & equity budgeting, leveling, and allocation throughout an annual cycle of operations; management of merit and bonus planning and execution cycles; continuous cyclical and ad-hoc benchmarking; internal and market trend analysis for continuous program improvement
  • own design and application of programs that align with Fuze values, strategic initiatives, and People Operations / Total Rewards strategy
  • provide advice and partnership to stakeholders and partners on all pay decisions, policy and guideline interpretation, and job evaluation including the design of creative solutions to specific compensation-related programs
  • counsel people managers, business leaders, Finance, and HR Business Partners to help develop promotion and retention strategies for existing employees
  • participate in, conduct, and/or purchase exempt and nonexempt salary surveys and benchmarking to ensure corporate compensation objectives are achieved and are continuously providing value to our stakeholders and business leaders
  • design and implement robust and scalable program guidelines around levels and ladders, as well as bonus & equity plans
  • effectively communicate and educate employees at all levels of the organization on compensation programs
  • maintain strong knowledge of federal, state and local compensation laws and regulations to ensure company compliance in all geographic regions of Fuze business operations
  • develop and maintain ongoing analytical (deep and snapshot) metrics to show the story of evolution of our compensation programs and business practices at Fuze, including trend analysis, utilization and program efficacy, and mobility impacts

 

Requirements

  • Bachelor’s degree or equivalent in Business Administration, Economics, Accounting, Human Resources Management, or a related field
  • Previous experience supporting compensation programs for multi-location international organizations
  • Experience with most or all of the following: global compensation strategy, short-term incentive (bonus plan) design & administration, leveling and salary banding, long-term incentive (stock) administration, benchmarking and survey data, sales compensation design
  • 5+ years experience of progressively responsible experience in compensation management
  • Advanced knowledge of Microsoft Excel / Google Sheets / other database & analytical tools
  • Strategic thinker with excellent problem solving and analytical skills

 

 

 

 

#LI-KM1

Apply for this Job

* Required

  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Fuze are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.