Manage service delivery of Compensation, Comp Admin & Benefits design.
Overall accountability of delivery, prioritization and escalation across all teams.
Design, build and communicate HR programs, policies, processes and practices that deliver long term HR strategy and support business goals.
Conduct internal and external market research and analysis to plan compensation and benefits and ensure its relevance, competitiveness and affordability.
Serve as a main point of contact for all issues related to the Total Rewards areas and manage relationships with stakeholder group and key individuals
Work with the HR and Business Leaders, understand business/people strategy in order to develop priorities and design/build solutions that support it
Define the compensation framework for a business Entity in company and future developments and coordinate with field HR Organization and People Advisors to implement compensation processes
Interface with HR and leadership/employees in assigned areas to provide compensation communication as needed
Drive refinement of the Market Intelligence processes and deliverables to ensure client expectations and deliverables are met on time and with quality
Accountable for market data collection, analysis and target development. Ensure market data analysis and recommendations are aligned with the compensation strategy and direction for the Entity
Finalize overall Total Rewards Management budget requirements for the business Entity through in-house compensation planning tool. Monitor the budget spend over the fiscal year
For the business entity - design, implement and deliver the complete spectrum of compensation programs, including annual merit increases, Variable Pay Programs, Skill bonuses , promotions and other compensation actions as also effectively deliver the corresponding communications
Analyze performance metrics. Provide specialty reporting and data analysis as required. Identify trends, potential areas of non-compliance with legal requirements and opportunities for performance improvements within the function
Develop, review and apply global guidelines, frameworks, toolkits and methodologies that align with the business strategy and the vision of HR
Support implementation of new (or key changes to existing) global programs and processes, testing designs to validate applicability to local market situations and ensuring appropriate local implementation in the context of global guidelines
Adapt, communicate and implement the strategic direction of all the operations to ensure adherence to global policies and processes
Ensure that Company Total rewards programs are fully integrated with statutory programs within each country
People Management (managing a team of 4 to 6 employees) - Build skills needed for the team to execute responsibilities. Effectively coach/counsel team members and provide feedback to improve. Promote teamwork and a positive work environment
Requires identifying and assessing complex problems for area(s) of responsibility. Creates solutions in situations in which analysis requires in-depth knowledge of organizational objectives.
Requires involvement in setting strategic direction to establish near-term goals for area(s) of responsibility
Interaction is with senior management levels at a client and/or within company, involving negotiating or influencing on significant matters.
Latitude in decision-making and determination of objectives and approaches to critical assignments
Decisions have a lasting impact on area of responsibility with the potential to impact areas outside of own responsibility
Manages large teams and/or work efforts at a client.