Jose Borbor is a Human Resources professional with over 20 years of experience in the financial services industry.
Jose has extensive expertise in the areas of Global Compensation & Benefits, Organizational Design, Performance Management, Talent & Succession Planning, M&A, Divestitures and People & Culture Integration.
He’s worked internally and as a consultant with several financial services and accounting companies, including JP Morgan Chase, Bank of America, Citigroup, Brown Brothers Harriman, Arthur Andersen, Ernst Young and Deloitte Consulting.
Currently, Jose is responsible Total Rewards at the Depository Trust and Clearing Corporation where he oversees a team of compensation and benefits professionals that provide support to 5,000 employees across 15 countries.
Jose holds a Masters degree in Organization Psychology from Columbia University.
More from Jose…
HR professionals work hard day in and day out to ensure the work experience for their employees meets each individual’s expectations. It’s up to the HR departments to make sure employees are getting proper compensation, benefits, and have an environment that allows them to perform at their highest level.
But that begs the question, who’s ensuring the HR staff is enjoying their work environment? These professionals spend so much time looking at the organization as a whole, it could be challenging to focus on themselves. What drives HR experts to be the best they can be? Borbor sheds some light on what drives him forward:
“When you think about compensation and benefits, the one way I think about it is, I’m responsible for not myself and my team; we’re responsible for the largest asset of the organization, which is the employees.
When you put the compensation and benefit lens on if you’re in HR, we’re responsible for a major investment, or an organizational expense depending on how you look at it. The average company is spending north of 50% of their expenses on their human capital, on their people. And that is primarily driven by salaries or compensation including bonuses, incentives, sales incentives, etc., benefits, which we just talked about healthcare, and how it’s really gotten off the charts in terms of costs, and then retirement contributions.
So when I speak to business leaders and other folks, I can say, I manage about 750 million dollars of our expense, the organization’s expense, and that’s all human capital. That’s the big driver. I think that’s what motivates me. That’s what really jazzes me up about this line of work.
And every day, I’m focused on how to maximize that investment. How do I ensure that that dollar is going to the best areas, to the best initiatives, and truly driving what we’re getting at which is employee retention, productivity, engagement. That is kind of how you link it back to the organization.”
In our full conversation with Jose Borbor, he reveals more on what drives him each day, the value of connecting with people outside his immediate line of work, and why it’s important sometimes to let things go, even if you disagree with it.
