GSK India
Location
Bangalore | India
Job description
This role will provide the core duties of daily provision of Compensation Services Process including driving and supporting the reward agenda and provision of the customer support/relationship building with the assigned markets/clusters.
Key Responsibilities: Total Years of Exp - 9 - 15 yrs.
Describe the key deliverables to be achieved by the post holder and the ongoing responsibilities of the role.
The Compensation Manager will be responsible for managing the activities below for their aligned countries. This role will be customer facing and will receive activity via ServiceNow, Workday and for global process / project work via the CoE (through the C&B SC Lead or Regional Process Mgr.):
Recognition Process
Leading the annual review of the recognition range for their countries, including managing local engagement via the Country Duty Holder (CDH)
Analysis of the recognition activity; working with HR BLs and HR CHs as appropriate
Manage job evaluations for 7-10 supported countries.
Includes, ensuring governance and equity of job evaluations by business and country, working with Compensation Mgrs. in other Regional SC s, as required
May include, specific process steps for countries e.g. where unionized arrangements / sub-grades are in place
Provide support for the Regional Process Mgr. on evaluating roles at grads 6 and above (if required as directed by the C&B Service Centre Lead)
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
Make APR budget proposals based on the global principles and supporting data e.g. Finance plan, projected country wage inflation, competitiveness data, turnover etc
Agree APR budget proposals with Country Duty Holder and local Finance.
Feed proposals into the Regional Process Mgr who will consolidate the proposals for the Region.
Performance
Management of Performance configuration for all countries within remit
Providing support and guidance relating to the management review process
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
BonusManage 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
Calculate any bonuses where manual intervention is required e.g. due to unpaid / unconsumable leave periods being captured in local T&A systems
Feed all final bonus calcs into the Regional Process Mgr for consolidation
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.
Partners with HR BL/ HR CH to ensure the correct application of the methodology and supporting the process
Resolution of issues related to the process or technical side of the equity review
May coordinate equity reviews across multiple geographies (based on the location of the Mgr / HRBL)
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
Responsible for proactive salary management within the aligned countries - reaching out to groups where competitiveness is concerning, highlighting issues
May include carrying out / supporting Fair Pay Reviews (led by the Reward CoE and / or C&B SC Lead (as applicable).
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
Oversees the analysis of the employment cost and resolves any inconsistencies - working with Payroll, Finance and Tier 1 as applicable
Consolidates submissions and multipliers for the countries within remit passing these to the Regional Process Mgr for final validation and coordination
International Assignments / Permanent International Relocations (PIRs)
Support HR BLs and line managers with the salary proposals for inbound or transferring IAs
Provides supports for the package calculations for Permanent International Relocations, using global processes and tools
Is aware of and will uphold Mobility minimum standards to ensure consistency in approach and management of IAs and PIRs
Capability Building
Expert global process knowledge, including capability building within the countries / managers as required
Governance & Risk Management
All the above is underpinned by the Reward Governance Framework (RGF)
The Compensation Manager must be familiar with, always educate on and apply the RGF
Contribution to the local risk management process
Why GSK Our values and expectations are at the heart of everything we do and form an important part of our culture. These include Patient focus, Transparency, Respect, Integrity along with Courage, Accountability, Development, and Teamwork. As GSK focuses on our values and expectations and a culture of innovation, performance, and trust, the successful candidate will demonstrate the following capabilities:
Operating at pace and agile decision-making - using evidence and applying judgement to balance pace, rigour and risk.
Committed to delivering high quality results, overcoming challenges, focusing on what matters, execution.
Continuously looking for opportunities to learn, build skills and share learning.
Sustaining energy and well-being
Building strong relationships and collaboration, honest and open conversations.
Budgeting and cost-consciousness
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