Manager - Compensation (4-8 yrs)

The Compensation Specialist will be responsible for supporting the Compensation Managers to deliver the activities below. This role will mainly work internally within the team but there will be some customer facing activity (via ServiceNOW and the Comp Mgrs).

Recognition Process:

- Supporting the annual review of the recognition range for their countries, including managing local engagement via the Country Duty Holder (CDH)

Job Evaluation & Job Catalogue:

- Carry out job evaluations for grades 7-10 working with the Compensation Mgrs

- Includes, ensuring governance and equity of job evaluations by business and country

- May include, specific process steps for countries e.g. where unionised arrangements / sub-grades are in place

- Participation in the annual job catalogue refresh process, supporting to align the outcomes of the review with roles in-Region (in partnership with the Regional Process Lead and Global Benchmarking Team)

- Participating in data verification processes specifically relating to the misalignment of job profiles

Performance & Reward Process (includes but not limited to the following)

- APR Budget Setting

- Coordinate APR budget proposals on behalf of the Compensation Mgr based on the global principles and supporting data e.g. Finance plan, projected country wage inflation, competitiveness data, turnover etc

- Performance: Coordination of Performance configuration for all countries within remit

- APR Process

- Ensure correct merit plan assignment

- Guide 'in flight' merit transactions and oversee completion

- Support managers with questions around making salary decisions and 'data behavior'

- Bonus:

- Manage bonus for the aligned group of countries including Validation checks on bonus plans and business alignment (outside of the Mgr Data Verificaton process)

- Perform validation checks on the bonus calculations coming out of Workday

- Other

- Responding to queries on the P&R process escalated via the Tier 1 SC Teams

- Supporting with global communications and education e.g. with translations (as required), additional education requirements, preparation of the country "one pagers" detailing country specific policies / processes which may impact the global P&R process

Equity Reviews:

- Conduct Analysis using standard tools and processes working closely with the Compensation Mgr who will work with the Line Leader / HRBLs on the outcomes

- Records retention of documents related to equity reviews

Salary Management:

- Supports leaders with salary decision guidance either based on specific requests via ServiceNOW or as per Workday escalations e.g. as part of the Request Comp Change, Job Change and Ready Recruit processes. All salary management guidance should be provided within global guidance and using global tools

- Monitors competitiveness within aligned countries

- Accountable for records retention process of compensation related documents

Market Data:

- Carries out job mapping/matching for benchmarking as per the guidance provided by the Global Benchmarking Team

- Supports the Global Benchmarking Team to investigate data issues, matching errors or data gaps

- Validates job family ranges for countries within remit, supported by the Country HR Teams (if applicable)

Employment Cost Analysis:

- Consolidates submissions and multipliers for the countries within remit passing these to the Regional Process Mgr for final validation and coordination

Governance & Risk Management:

- All the above is underpinned by the Reward Governance Framework (RGF)

- The Compensation Specialist/Specialist must apply the RGF to their work at all times

- Contribution to the local risk management process