Job Summary:

• Managing the annual compensation process from salary increments to bonus and stock awards in collaboration with counterparts across Finance, Legal and Tax
• Ensuring consistent practices on a global, regional and country basis with colleagues based locally and globally
• Managing projects across teams
• Utilizing market data to analyze and present results to senior leadership
• Partner with colleagues regionally to ensure global consistency
• Ensuring awareness on compensation matters day-to-day
• Building relationships with key stakeholders and influencing decision-making
• Model, set up, pay and report contingent compensation obligations.
• Liaise with Business Affairs, FP&A and Legal to gather required information.
• Analyze and interpret contracts for liability.
• Participate in the building and implementation process of new systems related to process improvements, efficiency and standardization.
• Collect vendor setup information.

Skills on Resume: 

• Compensation Management (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• Project Management (Hard Skills)
• Market Data Analysis (Hard Skills)
• Stakeholder Relationship Management (Soft Skills)
• Contract Analysis and Interpretation (Hard Skills)
• Process Improvement (Hard Skills)
• Vendor Management (Hard Skills)

Job Summary:

• Own the CoE Global Compensation strategy in alignment with the business needs (including programs, policies, governance, and processes on annual cycle related to performance management and on job architecture)
• Own the annual compensation cycle design and delivery incl. STI Plan, Merit Plan and others, as part of the Performance Management
• Act as the job architecture owner including job catalogue, grading, and benchmarking methodology
• Lead, manage and evaluate the implementation, oversight and management of the company's compensation and benefits programs, policies, plans and processes, globally.
• Track the alignment of the Compensation and Benefit activities like pay levels with the external and internal value of jobs and employee performance and reconcile any deviation from plans and processes
• Participate in driving transformation and change of Compensation practices to maximize its benefit to people at all levels at Galderma
• Lead, manage, develop, coach and mentor the regional Compensation and Benefits Team
• Drive HR training and education in all aspects of the Total Reward roadmap
• Undertake global vendor management
• Build strong, trusting cross-functional relationships with Galderma
• Understand customer and key stakeholders' interests and concerns and advise, customers, and key stakeholders

Skills on Resume: 

• Global Compensation Strategy Management (Hard Skills)
• Annual Compensation Cycle Design (Hard Skills)
• Job Architecture Management (Hard Skills)
• Compensation Alignment (Hard Skills)
• Driving Compensation Transformation (Soft Skills)
• Team Leadership and Development (Soft Skills)
• HR Training and Education (Soft Skills)

Job Summary:

• Governance of the current global stock program at PMI, including coordination with members of the Finance, Legal, HR and Accounting Departments regarding the company's stock compensation plans
• Design and implementation of any new stock programs (e.g., ESPP)
• Design and implementation of global communication on stock program principles
• Drafting and coordination of approval for various stock documents (e.g., stock agreements, guides and prospectus)
• Working closely with the delivery team to ensure that internal controls and procedures are followed and in compliance with SOX
• Advice and escalation point for the delivery teams and 3rd parties, e.g. stock plan administrator, tax advisor
• Managing and monitoring regulatory filings outside of the US
• Monitoring process documentation, review current procedures and work with stock plan administrator and delivery teams to implement changes
• Identifying opportunities to streamline and automate, contributing to the development and implementation of new concepts / change management tools
• SME for stock compensation in Project Based Organization, contributing to various projects
• Expert advice on stock programs to People & Culture and other functions

Skills on Resume: 

• Stock Program Governance (Hard Skills)
• Program Design & Implementation (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Document Management (Hard Skills)
• Stakeholder Coordination (Soft Skills)
• Regulatory Monitoring (Hard Skills)
• Process Optimization (Hard Skills)
• Subject Matter Expertise (Hard Skills)

Job Summary:

• Scale and improve Bolt’s global compensation function by designing and executing compensation projects and programs to attract, motivate, and retain top talent
• Support the development of equity and incentive compensation programs, salary budgets and structures, drafting and suggesting policies and procedures to ensure the achievement of equitable and competitive employee compensation
• Advise leaders, HRBPs and Talent Acquisition team on compensation issues of various levels of complexity, including, but not limited to, offers, retention packages, transfers
• Proactively identify compensation issues org and team-wide, and prepare solutions
• Contribute to the ongoing development of Bolt’s compensation philosophy
• Co-lead the design and execution of compensation planning cycles
• Partner with People Ops, Finance, and Legal to ensure compensation programs and procedures are in harmony with the broader business.
• Build and socialize compensation-related training and change management materials ensuring materials are easy to understand for technical and non-technical audiences
• Conduct research and provide actionable recommendations based on insights
• Develop people leadership skills by acting as a mentor and coach to Compensation Analyst(s)
• Work with Total Rewards staff regarding Global projects, some of which include global grading, sales incentives, expatriate vendor management, incentive and total rewards strategy. 
• Assisting in salary administration guidelines and practices.

Skills on Resume: 

• Compensation Strategy (Hard Skills)
• Policy Development (Hard Skills)
• Advisory Skills (Soft Skills)
• Problem Solving (Soft Skills)
• Project Management (Hard Skills)
• Interdepartmental Collaboration (Soft Skills)
• Training & Communication (Soft Skills)
• Mentorship & Leadership (Soft Skills)

Job Summary:

• Compensation lead for system integration initiatives, design testing, data integrity and compensation reporting
• Accountable for adhering to the delivery Key Performance Indicators (KPI’s)
• Act as an escalation point for ticket support related to compensation matters
• Provide support to compensation benchmarking and analyses
• Participate in annual compensation surveys
• Lead for local reward program, specifically vendor management, and employee, HRBP, and manager support
• Lead program administrator for the employee share program. 
• Responsible for the end-to-end process and successful collaboration with key functions
• Make recommendations to Compensation Expert Services leadership as appropriate
• Manage outsourced vendor partner relationships
• Staying abreast of emerging market trends in the industry
• Assisting with mergers and acquisitions in relation to stock compensation
• Working with other Total Rewards and People & Culture teams on broader-scope projects driven by business transformation

Skills on Resume: 

• System Integration (Hard Skills)
• Performance Metrics (Hard Skills)
• Issue Resolution (Soft Skills)
• Data Analysis (Hard Skills)
• Survey Participation (Hard Skills)
• Vendor Management (Soft Skills)
• Program Administration (Hard Skills)
• Strategic Recommendations (Soft Skills)

Job Summary:

• Support Finance with data reporting and analysis
• Partner with Compliance on matters related to job structure administration, FLSA and EEOC
• Lead and/or support annual processes such as merit or short-term incentive processes. 
• Partner with internal stakeholders to ensure data and system readiness to deliver such processes
• Evaluate all compensation shared service processes for effectiveness, identify and recommend improvements, and oversee execution
• Support the development and modeling of salary ranges
• Perform data integrity exercises to ensure accuracy between local and global HRIS systems
• Develop compensation metrics, reports, and tools to inform compensation program decisions and analyze business outcomes
• Partner with HR Business Partners and leaders to provide appropriate guidance and interpretation of policies and guidelines. 
• Create materials to effectively communicate compensation programs, policies and practices to employees, managers, and leaders
• Assist in supporting organization-wide initiatives

Skills on Resume: 

• Data Analysis (Hard Skills)
• Compliance Expertise (Hard Skills)
• Project Management (Soft Skills)
• HRIS Proficiency (Hard Skills)
• Process Improvement (Soft Skills)
• Compensation Design (Hard Skills)
• Strategic Communication (Soft Skills)
• Policy Interpretation (Soft Skills)

Job Summary:

• Responsible for managing the overall administration, analysis, and maintenance of Spectrum Brand’s global incentive plans
• Creates and owns the reports, data, and analysis used to effectively evaluate the performance of the plans
• Create and maintain plan documents, including the preparation and distribution of various employee letters and statements
• Establish credibility and influence by coordinating with team and division Leaders, Finance, Legal, and Human Resources to ensure accurate processing, reporting, and disclosure of employee’s incentive transactions
• Act as a subject matter expert in determining impact of plan changes
• Provide timely assistance and guidance to Human Resources Business Partners regarding incentive compensation analysis, program design, legal compliance, and incentive compensation issues
• Work closely with HR Business Partners and the HRIS/Payroll teams to maintain current and accurate incentive and employee information
• Maintain SOX and internal policy compliance as it pertains to incentive plan administration
• Regularly reviews incentive payment reports for accuracy and completeness
• Responsible for administering and monitoring global compensation programs (base and variable pay programs) to ensure alignment and support of compensation philosophy

Skills on Resume: 

• Compensation Management (Hard Skills)
• Data Analysis (Hard Skills)
• Document Management (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• Regulatory Compliance (Hard Skills)
• Subject Matter Expertise (Hard Skills)
• HRIS Expertise (Hard Skills)
• Audit Compliance (Hard Skills)

Job Summary:

• Audit compensation data to ensure compliance with applicable laws and accuracy of internal systems
• Conduct job evaluations and market analysis by reviewing the scope of responsibilities and matching Spectrum Brand’s jobs appropriately to comparable survey data to determine competitiveness and appropriateness of job classification
• Determine appropriate FLSA status, pay and incentives, management level, and titling
• Aid with job descriptions, as requested, ensuring equitable and consistent use of job standards and worth
• Review salary actions for compliance with established guidelines and respond to questions from other HR staff and managers related to wage & hour issues
• Participate in and support continuous improvement activities, including training, coaching, and sharing of current processes and best practices
• Document and enhance programs, procedures, policies, and controls
• Contribute to the development, implementation, and execution of global compensation policies and programs
• Work with external compensation vendors and consultants
• Provide mentoring and training to Compensation Analysts
• Enhance the use and reporting capabilities to ensure the integrity and system capabilities of the current and future designed programs are contemporary and efficient.
• Supporting the talent management workstream in the development of analytics which correlate talent actions (recruitment, hiring, development, performance, etc.) with rewards programs and incentives.

Skills on Resume: 

• Compensation Auditing (Hard Skills)
• Market Analysis (Hard Skills)
• FLSA Classification (Hard Skills)
• Job Description Development (Hard Skills)
• Compliance Oversight (Hard Skills)
• Process Improvement (Soft Skills)
• Policy Development (Hard Skills)
• Talent Management Analysis (Hard Skills)

Job Summary:

• Refining and enhancing the Compensation & Total Reward Strategy on an annual basis
• Working with management to review the value proposition, analyze the reward strategy and make recommendations and adjustments as necessary.
• Designing and administering the annual domestic compensation program including salary administration (market-based job analysis), 
• Policies and procedures, structure comparison with the market and internal comparators working closely with the Human Resources Representatives. 
• Develop and guide communications and the annual processes working with other colleagues within Total Rewards. 
• Work with recent acquisitions with a points-based system grounded in market practices.
• Design, develop and administer incentive plans, with emphasis on sales and service incentive plans, and goal and gain sharing programs for the Manufacturing environments.
• Working with the Benefits staff and HR staff, design and develop the strategy regarding union negotiations and 
• Work councils within certain business markets - internal and external benchmarking, policy review, and presentations to HR and management as necessary.
• Develop scorecards regarding risk/reward performance, metrics on turnover, time to fill, analysis of incentive plans, and participate in various salary surveys for selective businesses.
• Monitor overall programs regarding adherence to internal policies and external legislation (e.g., FLSA, Pay Equity, local market laws, work councils, etc.)
• Developing the tools, training and coaching for the HR Representatives and clients regarding compensation and reward management including new hire and promotional guidelines, equity analysis, market pricing, etc.
• Working with the existing SAP and target SuccessFactors HRIS and dependent systems (e.g., salesforce.com, Hyperion, Helios, etc.)

Skills on Resume: 

• Compensation Strategy Development (Hard Skills)
• Salary Program Design (Hard Skills)
• Incentive Plan Administration (Hard Skills)
• Union Negotiation Strategy (Soft Skills)
• Performance Metrics Analysis (Hard Skills)
• Compliance Management (Hard Skills)
• HRIS Proficiency (SAP, SuccessFactors) (Hard Skills)
• Training and Development (Soft Skills)

Job Summary:

• Assist in the review and redesign of current compensation ranges and programs as well as the development of any new plans. 
• Provide scenario modelling including financial implications
• Partner closely across applicable BCG organization(s) / markets to develop and manage compensation ranges ensuring they support the overall business strategy, are aligned with the market and are consistent with the firm's overall strategy and cost models.
• Review comp benchmarking to ensure compensation ranges and programs are market-competitive and aligned to the needs of the business.
• Work with various HR teams to ensure that the pay is managed within the approved compensation ranges.
• Contribute to assigned key initiatives across the range of areas covered by Global Compensation Team.
• Develop models and analyses to support business decisions
• Develop analysis and presentation materials to be delivered to stakeholder and leadership teams to support priority projects within the Compensation team.
• Assist in the development of processes and frameworks for workflow management to the COE, ensuring timely resolution of queries and requests from offices globally.
• Support new compensation processes created following the Workday launch, including year-end salary increase cycle. 

Skills on Resume: 

• Compensation Design (Hard Skills)
• Financial Modeling (Hard Skills)
• Strategic Alignment (Soft Skills)
• Compensation Benchmarking (Hard Skills)
• HR Collaboration (Soft Skills)
• Project Contribution (Soft Skills)
• Data Analysis (Hard Skills)
• Process Development (Hard Skills)