Compensation and Benefits specialist

Job Description

Job Purpose<p><br></p>Define, implement, and manage the compensation and benefits strategy and processes in line with its vision, purpose, and values to recruit and retain personnel to fulfill business and operational goals.<p><br></p>Strategic Contribution<p><br></p>Design and implement the Compensation and Benefits Strategy with leadership to align and cascade the operating model and business strategies through flexible organization structures.<p><br></p>Implement sectional strategy and related strategic plans and policies in accordance with the companycompanys vision and mission and horizontal integration with other interface departmental strategies.<p><br></p>Manage the Compensation &amp; Benefit section by creating individual targets, managing performance, developing and motivating people to maximize sectional performance.<p><br></p>Manage department talent development initiatives with technical/discipline expertise to meet business needs.<p><br></p>Prepare and recommend the section budget and track financial performance vs the budget while ensuring all segment activities follow authorized parameters.<p><br></p>Develop and administer consistent and realistic section operational strategies to accomplish department goals.<p><br></p>Assign manpower and create timetables to meet section goals.<p><br></p>To ensure performance and cost management, monitor, investigate, highlight, and reconcile substantial budget discrepancies.<p><br></p>Payroll and Benefits<p><br></p>Develop a compensation and benefits strategy and actively participate in market salary/benefits surveys to attract and retain top employees.<p><br></p>Develop and deliver board-level ideas on the companys Compensation and Benefits plan to the Executive Management and Board of Directors to ensure good decisions.<p><br></p>Based on trend analysis and global policy direction, propose modifications to compensation rules, enhance or alter existing compensation and benefits programs to preserve eligibility, coverage, and applicability of the remuneration framework policies.<p><br></p>Support budgeting, performance reviews, bonus computations, and salary reviews.<p><br></p>To ensure external competitiveness, benchmark employee remuneration and benefits to market and best practice.<p><br></p>Manage annual salary reviews and update and disseminate salary planning guidelines and pay rules to stakeholders.<p><br></p>Assessing Work<p><br></p>Develop standards and hold workshops to create high-quality COMPANY job descriptions.<p><br></p>Recommend using external reward consultants to supplement resources needed to design high-quality JDs to fulfill company deadlines or particular needs.<p><br></p>Manage the Job Evaluation process across the COMPANY , including JVs, by facilitating COMPANY Job Evaluation panels, developing preliminary evaluation lines referenced by benchmarks, and ensuring evaluation panel meetings are held in accordance with the “Terms of Reference” by appropriately trained panel members in the COMPANY Job Evaluation system.<p><br></p><strong>Conduct Workshops To Familiarize Staff With COMPANY Job Evaluation</strong><p><br></p>Pricing and Benchmarking<p><br></p>Reward Systems<p><br></p>Develop and execute Reward Strategies, Grading structures, and short- and long-term Compensation and Benefits structures with COMPANY Senior Management and external Reward Consultants to keep COMPANY competitive in their markets.<p><br></p>Create, propose, and execute performance-based variable pay methods.<p><br></p>Implement Board, Company Representatives Executive, and other employee salaries under approved Reward systems.<p><br></p>Relationship Management<p><br></p>Connect with regional HR consultants and managers to share data and best practices.<p><br></p>To ensure employees understand their salary and benefits entitlements and structures and resolve any questions, hold awareness training and communicate regularly.<p><br></p>Assist employees and HR teams with compensation and benefits concerns and escalate as needed.<p><br></p>Discuss salary and benefits with employees.<p><br></p>Policies, Systems, Procedures<p><br></p>Develop and lead the implementation of sectional policies, systems, processes, procedures, and controls covering all areas of assigned sectional to meet all procedural/legislative requirements while providing a quality, cost-effective, consistent service.<p><br></p>Maintain the companys compensation and benefits HR policies and ensure timely evaluation in accordance with labor laws and trending practices.<p><br></p>HR degree required.<p><br></p>CIPD/World at Work/HR certification is preferred.<p><br></p>Experience: 5 years in Compensation and Benefits with at least 5 years in related jobs with growing responsibility.<p><br></p>Skills Needed:<p><br></p>Strategy and management<p><br></p>Project management<p><br></p>Creative thinking<p><br></p>Mentoring and coaching<p><br></p>Labor relations<p><br></p>Customer focus<p><br></p>Leadership skills<p><br></p>Negotiation skills<p><br></p>Influence skills