Director of Compensation

We are seeking a Director of Compensation for a fulltime and direct hire role for one of our amazing partners in Fort Lauderdale FL. This is an onsite role so you must be local or willing to relocate to South Florida.

You will lead the design implementation and administration of compensation programs to support the companys strategic objectives. You will ensure that compensation practices are competitive equitable and compliant with all relevant laws and regulations.

Responsibilities:

• Lead the design implementation and administration of all compensation programs including base pay variable pay and benefits.
• Assist in the development and implementation of the overall compensation strategy and business plans.
• Ensure compensation is in compliance with all applicable federal state and local laws and regulations.
• Do regular market analysis to ensure compensation programs are competitive and aligned with industry trends.
• Partner with HR leaders and Recruiters to provide market data and analysis for job offers and salary adjustments.
• Oversee the annual merit and bonus programs to ensure fairness consistency and alignment with performance goals.
• Foster a company culture that promotes effective communication and service excellence.
• Build and maintain strong relationships with senior management peers and subordinates.
• Lead the compensation team by coaching and developing their skills and competencies.

Requirements:

• 5 years of experience in Human Resources with a focus on compensation.
• Human Resources experience in the hospitality or entertainment industry is highly preferred.
• Proven experience in a complex multisite and multistate growthoriented business.
• Proven ability to lead and manage teams.
• Strong analytical and problemsolving skills with excellent communication and interpersonal skills.
• Experience implementing new compensation plans and HR technologies is preferred.
• Experience negotiating contracts with vendors.
• Bachelors degree in human resources Business Administration or a related field.

All qualified applicants will receive consideration for employment without regard to race color national origin age ancestry religion sex sexual orientation gender identity gender expression marital status disability medical condition genetic information pregnancy or military or veteran status. You must be legally authorized to work in the United States without current or future sponsorship.

My notes:

• Role: You will work in the People & Inclusion Department and work for the new Vice President of Total Rewards. The Total Rewards department encompasses compensation benefits wellness employee perks etc. This VP has 3 Directors and other people under them. They would like to hire this person first if possible but they would hire a Director first if they find them. You will lead the design implementation and administration of the compensation programs to support the companys strategic objectives. You will ensure that compensation practices are competitive equitable and compliant with all relevant laws and regulations. They are working on a major company project to move from iCIMS to a WorkDay HRIS system. You will work closely with the WorkDay project and with the Director of HRIS. In this role you will do salary surveys and a major job description project. You will manage a small team that consists of a Compensation Manager and a Compensation Analyst (they are in the final stages of filling that role). The Compensation Manager is currently doing some of this work while this role is vacant. She is a tenured employee with the organization and brings a lot of experience. Shes applied to the role but she just recently moved to a Manager role with them so they dont think she is ready to move into a Director role.
• Must have skills: Experience with WorkDay is a very big plus. If they dont have WorkDay they should at least be savvy with other HRIS systems. They need to have HRIS implementation and compensation experience. It would be super helpful if theyve revamped a department like if theyve done a recent job description revamp or architectural build of compensation. Someone with experience developing complex and multistate plans for the business for new strategies and job architectures. Someone with an entrepreneurial mindset. In an ideal world they want leaders in their industry. Ideally that is casino or even hospitality. They said that there are other industries that mirror them like retail manufacturing or warehousing because their demographics are similar.
• Backstory and more insight into HR: Anyone coming into this group needs to understand that they are very much in a transitional state in corporate HR and they are coming together as one. Theyve recently had a lot of promotions and they have merged their DEI and HR departments. Their big project is their Workday implementation which has been going on forever. They were working with a company called Mercer to help with this and do their modules. They were supposed to go live last July but in June they learned that they were not even close. They parted ways with Mercer and they are now working with PWC. Its been great so far but they pretty much need to start from scratch and this implementation will take about 1218 months. In the meantime they are still using iCIMS for now.
• Why is it open Its a backfill for someone that left last summer.
• Salary/Bonus: $140000.00/Yr. $186000.00/Yr plus 20% bonus. They will pay relo. Their relocation is outsourced and they will offer them a relocation package. Its not a max amount of money but it will include a full move of their items. They help them find residence and all of their expenses. Its a comprehensive package that should cover everything for their move.
• SHRSS Recruiter: Dajia K. Amaro (Corporate Recruiter)
• Interview Process: Send resumes to Daija and Melissa via email. They will first interview with Melissa for a culture fit. Then they will meet with several HR department heads like the VP of Talent VP of Learning and Development and the VP of Employee Relations. They will also meet with Meaghan Ryan (Head of HR) and Stephanie. They might also meet with other people that know their HRIS internally. These will likely be joint or panel interviews and about 34 interviews in total.
• Onsite/Remote: They must be onsite most of the time but they can work remotely 6 days a month.
• Other candidates fallen short They have no one in consideration now. They found some with compensation experience but they didnt have experience developing a complex or multistate plan for the business. Others didnt have experience working with comp analysts for increases and salary increase. Candidates theyve already spoken with (more info and resumes in attachments):
• • • o Dana Gryllis Resume
    • o Kenny Oliver Resume
    • o Amber Thompson Resume
    • o Diana DiazLieberman Resume
    • o Amanda Brady Resume
    • o Daniel Glezer Resume
    • o Michael Leonard Resume
    • o Timothy Duncan Resume
    • o Roberto Hernandez Guanche Resume
    • o Ivan Resende Resume
    • o Rajiv Dhir Resume
    • o Trista Brudnick Resume
    • o KATE HOEKSTRA Resume
    • o Lydia Smith Resume
    • o Jocelynn Ramirez Resume
    • o CINDY NGUYEN Resume
    • o SANDRA COUCH Resume
    • o GAYLE PAVLOFSKY Resume
    • o Nikita Solovyev Resume
    • o Juan Diaz Resume
    • o Kenneth Ingersoll Resume
    • o Sebastian Lopez Arango Resume
    • o Rodrigo Villarreal Resume
    • o Michael Leonard Resume
    • o Camilla Hill Resume
    • o Sue Lee Resume

Company:

• Website Description: Seminole Hard Rock Support Services was created to provide support worldwide to hotels casinos and cafes for Seminole Gaming and Hard Rock International. With the largest global footprint in the hospitality industry for over 45 years our number one job is to bring fun and excitement to our guests lives.
• Overview: The support the Hard Rock International (Hotels cafes and shops) and Seminole Gaming (casinos that can only be on tribal land or places approved for gambling like Vegas and Atlantic City).
• Upcoming Projects: They are building a new guitar hotel in Las Vegas and they took over the Mirage Hotel on the strip.
• Company size: Over 500 in support services alone.
• Size of IT Team:
• Tech stack:
• Remote/Onsite: Anyone over the director level is onsite. Others are hybrid or remote but it depends on the role.
• Culture: Its an interesting culture and not everyone will thrive or survive it. They are like a $4 billion start up. Its extremely fast paced and its like jumping on a moving train. Someone that likes exciting and fastpaced work with an everchanging environment will be successful here. Its not boring and they love to have fun.
• Staffing: They only work with a handful of companies. They want to work on it internally first for a few weeks and then it will go to Melissa before staffing. She will make sure the roles go through approval before it can go to us. They currently have ICIMS to submit candidates but they are moving to workday by July 2024. She said that she and Brett would be my best contacts and they dont like when we go right to the hiring managers. Brett does IT/finance. Melissa does high executive level roles across all departments (mostly above VP level). They are doing direct hire mostly now and contractors really slowed down a lot. Their contractor ratio wasnt good so they wanted to balance it out. Now they only hire contractors for specific projects. They use internal staffing first for direct hires and then outside agencies. We will get new roles in iCIMS for now. If a candidate is already in the system and has been submitted to SHRSS for past roles they might still be considered our candidate. We just need to email Brett directly for duplicates before submitting.
• Competitors: locally just the cruise ships.
• Headquarters: 5701 Stirling Road Davie FL 33314
• Hiring Managers:
  • Melissa Lee (Dir of Exec Recruiting): She has a son that was 15 and daughter that was 14 as of July 2024. She lives in Las Vegas. Her son is getting his permit when he turns 15 (age they need to be in NV). She was a Recruiting Manager with them fromand worked at the property. She came back in Sept 2022 to work for corporate as the Dir of Executive Recruiting. She was brought onboard to build out their inhouse recruiting team for them. They had 2 recruiters on the team before. One was more on the corporate caf side and the other was on the SHRSS side. They sourced candidates on their own and managed relationships but they used way too many agencies. She is working to try to real things in as they build out an in house recruiting team. They now have 4 recruiters and they are broken down in specific divisions and departments based on their expertise. They are encouraged to fill positions on their own but they only have a certain amount of bandwidth so they still want to work with staffing. They want to use only a couple of agencies that are an extension of their team and business and they will be their go to agencies. Her Linked IN is I am passionate about matching talent with their dream career opportunities dedicated to providing solutions through innovative strategy and committed to serving as a trusted advisor to business leaders. I take exceptional pride in inspiring mentoring and developing a team. Remote Center of Excellence Leader delivering costsaving best in class recruitment programs and building loyal highperforming teams. HR foundation in all disciplines: employee relations & progressive discipline engagement & internal communication compensation & benefits administration compliance training & performance improvement. Strong internal client manager effective relationship builder across multiple units and regions and all levels of an organization committed to being a change agent and a collaborative trusted business partner. Extensive experience in operations provides a valuable perspective in facilitating talent strategy and effective solutions and obtaining buyin from stakeholders. Project Management and Systems Integrations: centralized recruiting model corporate shared service implementation Employee Referral Program EVP & employment branding buildouts project start up and management process improvement training facilitation. Executive and line level sourcing full cycle recruitment and high volume talent acquisition including mass job fair planning and panel interview/audition processes with a focus on Diversity & Inclusion. Technical knowledge in creating sourcing strategies and building pipelines to address key staffing needs. Driven by analyzing industry trends and metrics to evaluate performance turnover retention and conversion ratios and timetofill. Recruited for: IT Supply Chain Compliance Finance Purchasing Sales Marketing HR Warehouse Facilities Security Surveillance EMT General Cleaners Transportation Valet Customer Service Food & Beverage Culinary Retail Spa Casino Operations Management. Highly adaptable and motivated by a dynamic fastpaced constantly changing and hypergrowth environment. High energy warm mentor focused on building talented productive teams championing culture and developing a diverse population of team members to reach their full potential. ATS HRIS and recruiting software experience: iCIMS HRLogix Taleo TextRecruit Infinium UltiPro Success Factors LinkedIn Recruiter Indeed for Employers Calendly Predictive Index Hogan Assessments. Experience with Foreign Labor (J1 / H2B Visa) and Union and Collective Bargaining Agreements.
  • Debbie Rodriguez (VP of IT Portfolio): Ive known her for years and she has 2 boys. I believe they were adopted from South America. Her youngest graduated from high school in 2024. He was waiting to hear from Syracuse but he also got accepted into USF and Auburn but not UF. He decided to go to Auburn and started in Aug 2024. Her oldest turned 21 in 2024 and hes at Broward College for his AA. He wants to go to FSU after that. She been at Seminole since Jan 2019 and is now the VP of IT Portfolio Delivery Office. Her Linked In is She has expertise in leading organizations through strategic planning improvement processes and providing successful product launches. She said they have a bigger org now and she has a PMO and a BA org under her. She also oversees the financial for the org. She has about 40 people on her team now. She supports all Seminole properties and HRI owned properties. She is fully onsite and so is everyone over the director level. Others are hybrid or remote which helped them a lot. Especially when they need industry experience.
• Benefits: They vary from property to property. For corporate PTO starts at 20 days per year plus 4 floating holidays. Highlights of the benefit package:
  • Medical Plan Comprehensive medical coverage with a broad provider network
  • Dental Plan Features innetwork and outofnetwork benefit options
  • Vision Plan Optional coverage that offers significant benefits
  • Prescription Coverage Providing both retail and moneysaving mail service options
  • Flex Spending Plan Optional pretax accounts that provide opportunities to set aside money to pay for certain healthcare and dependent day care expenses
  • Paid Time Off Based on length of service and employment status
  • Wellness Programs Designed to support healthy behavior in the workplace and to improve health outcomes
  • Tuition Reimbursement Program Financial support for workrelated courses and degree programs
  • Training & Career Development programs Helps Team Members to reach their professional goals through a wealth of leadership training and educational initiatives to maximize career development
  • Life Insurance Companyprovided life insurance additional voluntary life insurance and if desired supplemental life insurance for spouse and children
  • Team Member Assistance Programs Offering confidential professional assessment referral and counseling services
  • 401(k) Plan Provides for savings through pretax payroll deductions with a Company Match and offering a wide range of investment options
  • Voluntary Supplemental Benefits Short and Long Team Disability Accident Critical Illness and Whole Life Insurance
  • Free Meals Provided daily in our Team Member dining room
  • Recognition Programs To celebrate and inspire Team Member actions and contributions
  • Contests and Activities Opportunities to participate in Team Members events and contests as well as charitable communitybased programs