Create a Compensation pay mix using the following job description as well as the template provided

Job Title: DIRECTOR OF HUMAN RESOURCES

Department: Human Resources

Duties. Under the general direction of the Vice President of Finance and Administration, ensures the acquisition, training, retention, and motivation of personnel needed by Zenith to achieve its corporate goals. Evaluates human resources management strategy and organizational design and recommends new human resource policies to the executive committee when appropriate. Prepares departmental budget. Responsible for the selection, evaluation, and coaching of subordinate Human Resources managers. Evaluates current policies, procedures, and practices for achieving departmental objectives and implements improved policies, procedures, and practices. Ensures that company compensation expenditures are deployed effectively. Recommends the most effective compensation and reward strategy and oversees the implementation of approved policies and strategies. Assists other departments in dealing effectively with human resources issues and problems. Provides support to top management in identifying strategic issues and trends affecting the company.

Desirable Qualifications. This position requires a university commerce or business administration degree with specialization in human resources, as well as additional course work at the post-graduate level, such as a Master of Business Administration with a specialization in human resources, and a CHRP (Certified Human Resources Professional) designation. At least 10 years of experience in human resource positions, of which at least 5 years in the software industry, and at least 5 years in a management capacity. Demonstrated ability to coordinate, develop, and supervise staff; deal with individual and group conflict; and meet departmental performance objectives are essential. Excellent verbal and written communications skills. Strong abilities to identify organizational problems and deal with them. Ability to cooperate effectively with and assist managers at a similar organizational level.

Compensation Pay Mix Template
Job Family/Position:
Total Compensation Level: Match _____ Lead ____ Lag ____
Compensation Component	Projected Proportion of Total Compensation
1. Base Pay	%
Job Evaluation	%
Market Pricing	%
Pay-for-Knowledge	%
2. Performance Pay	%
a. Individual Performance Pay	%
Piece rate	%
Commissions	%
Merit bonuses	%
Special incentives _________________	%
b. Group Performance Pay	%
Gain sharing	%
Goal sharing	%
Other group pay	%
c. Organization Performance Pay	%
Profit sharing	%
Stock plan	%
Other organization pay	%
3. Indirect pay	%
Mandatory benefits	%
Retirement income (pension plan)	%
Health benefits	%
Paid time off	%
Employee services	%
Other benefits _______________	%