Position Summary:

Develops and delivers global compensation & benefit programs and policies in support of T-Comp philosophy and client group objectives.   Delivers highly influential consulting to HR and all levels of management using expert knowledge of C&B concepts, programs and market practices.  Establishes and manages the pay strategy on behalf of client groups and /or regions.  Partners closely with HR and client group to ensure compensation actions are aligned to business decisions, competitive practices and are legally compliant. 

 

Major Duties and Responsibilities:

·         Establish pay strategy on behalf of client/region.  Influences client to ensure compensation actions are aligned to business decisions with regard to the following:

o        Ensuring meritocracy (merit, promo, out-of-cycle)

o        Adjustment budget funding and prioritization

o        Key player/skill differentiation

o        Internal equity

o        Recognition and reward programs

o        Retention programs

o        Attraction strategies

·         Owns determination and establishment of alternate POM goals and/or pay strategies on behalf of client/region as a result of

o        Rare and/or critical skills

o        Labor market competitiveness

·         Aligns client group and/or site strategy with Focal budget direction and corporate compensation philosophy. 

o        Utilizes competitive position analyses and indicator assessments to identify competitive risks, gaps and drive adjustment budget (SMA) prioritizations and allocation strategies.   Influences client on proper action/non-action and secures funding where appropriate

o        Reviews Focal budget proposals with appropriate levels of management and owns securing approval of budget components when appropriate.

·         Sources, collects and interprets local and client group specific competitive companyligence through establishment and enhancement of networking contacts

o        Defines select cuts of market survey data and supplemental peer (t-comp) companies on behalf of client groups and/or labor markets

o        Provides input to and influences the selection of official t-comp competitor list

o        Works closely with Comp. Ops team to determine and/or validate market rates for unique or difficult to benchmark jobs.

·         Provides feedback and input to the corporate design functions on design, modification and implementation of corp. programs as they relate to, and impact T-comp within Company locations and client groups.

o        Key contributor in the development and implementation of locally driven compensation & benefits programs

o        Highly influential consulting with the location and/or client group to ensure overall competitiveness of T-comp and proper balance of individual C&B components.

o        Sr. Consultants act as a liaison between benefits design, corporate programs, focal team, and other functional groups. 

·         Develops and deploys educational/training programs and materials to equip HR partners with fundamental total compensation skills to enhance their effectiveness in consulting with managers and supporting key initiatives.

o        Develops and delivers C&B philosophy and program overviews to management where appropriate

·         Consults with Staffing and sr. mgmt on key strategic hires to influence proper level of candidate’s compensation components (base, bonus, equity, grade level, hire bonus, relocation, etc.)

·         Consults with BGHR and sr. mgmt to retain key strategic and management staff (saves) through strong influencing of proper components to strengthen retentive value (compensation, position, development, mgmt, etc.)

·         Owns pay administration compliance and interpretation of practices and guidelines on behalf of client group.   Works closely with the BGHR organization and Compensation Operations to ensure proper application including:

o        job/grade classification

o        job analyses/evaluations

o        guideline modification, interpretation and exception management

o        external benchmark determination/validation

o        job code management

·         Monitors and ensure compliance with local wage and hour laws through interpretation of labor laws, coaching and corrective direction when appropriate

·         Designs and deliver client or location specific reward programs such as:

o        Key player

o        Group bets/challenges

o        Sales commission/incentive programs

·         Owns establishment of compensation infrastructure for all Greenfield/Brownfield site until in sustaining mode

o        Provides compensation expertise (data analyses, benchmarking, program/structure development) in the site selection process

·         Supports M&A/divestiture group with compensation analyses and recommendations

·         Promotes efficient use of labor resources, providing management with tools and information to make better labor investment decisions

o        Burden Rate

o        Grade level mix

o        Benchmarking

o        Workforce demographics

·         Leads or plays key contributor role in OC initiatives on behalf of HR acct team utilizing compensation expertise and strong consulting/stakeholder mgmt. skills.

 

 

 Knowledge and Skill Requirements:

·         Demonstrated advanced knowledge of compensation concepts and practices including: pay practices, market analyses, rewards systems, variable pay, and equity and job design.

·         Demonstrated ability to assess complex data from multiple sources using sound financial analyses to determine client needs/gaps and provide alternative solutions and recommendations to resolve real or perceived compensation issues

·         Demonstrated advanced skills in the application of financial and statistical concepts and practices using HRIS, PC and spreadsheet applications

·         Demonstrated ability to lead complex projects that have a major impact on large client group and/or has world-wide impact.  

·         Demonstrated ability to take large amounts of information and synthesize it to key points while anticipating questions and showing unique findings within the businesses and/or corporation.  Looks beyond the problem at hand and sees connections to other issues and offers perspectives and ideas for holistic solutions

·         Strong influencing skills demonstrated by use of wide range of tactics to change behavior and/or direction.   Ability to represent conflicting perspectives and concisely use data to drive resolution and decisions with key stakeholders (sr. mgmt and HR leadership)

·         Strong understanding of client needs, technology and competitive marketplace to influence senior leaders and management regarding C&B business direction.  Effectively leverage how C&B programs and practices to deliver solutions on behalf of the client

·         Demonstrated ability to work comfortably up and down the chain of command and gets things done outside and inside of formal channels

·         Ability to set strategic goals that have broad impact for client, HR, C&B, and/or the corporation.  Use goals to guide actions and create detailed action plans; organizes and schedules people and tasks to deliver on time projects with good contingency planning.