Work on policies and processes related to the company's compensation ensuring that the company is competitive and aligned with the market.
Evaluate job positions within the organization to determine appropriate salary ranges and classifications based on GGS (Global Grading System) of WTW (Willis Towers Watson) methodology.
Implement the short and long-term programs in accordance with internal policies and market practices. Ensure the data accuracy on eligibility and variable compensation types for all positions and employees.
Support and analyze all movements that involve changing of positions, salaries and grades, guided by internal policies and market practices.
Conduct compensation surveys and benchmarks to ensure the organization's compensation packages are aligned and competitive against the market.
Analyze compensation data to identify trends, gaps, and opportunities for improvement, and making recommendations to management based on main findings.
Provide guidance and support to managers and HR teams on compensation-related matters, including salary negotiations, promotions, and retention strategies.
Collaborate with HRBPs and managers to link compensation with performance management processes, including merit/salary review cycle, sales incentives and short-term incentive programs.
Communicate compensation policies, programs, and possible changes to employees and managers, HR staff, and management, ensuring clarity and transparency.
Implement and monitor the annual salary review process in the country, conducting and participating in meetings with those responsible.
Skills:
Bachelor in Business Administration, Economy or related.
Post degree in human resources, finance or related courses will be an advantage.
Relevant experience in compensation area;
Intemediate level of English
Understanding of compensation structures, short-term and sales incentives, salary surveys, job valuation tool (GGS methodoloy from WTW) and market trends.
Knowledge of labor laws and regulations related to compensation at local, state, and federal levels.
Experience in compensation projects as job architeture implementation and structure harmonization.
Proficiency in using HRIS (Human Resources Information System) and other analytical tools
