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Compensation Manager II (NAM)
Human Resources
Scottsdale, United States

Description

Summary Description

The position is responsible for managing compensation and data analytics related matters for APLL NAM Region including job evaluation, salary benchmarking, market wage data analysis, NAM HR metrics reporting and working with/collaborating with NAM Benefits to rollout NAM Region’s Total Reward Strategy. In addition, the position is responsible for managing expatriate / in-patriate assignments and mobility & tax related activities for NAM employees.

 

Key Result Areas

Individual performance measures (KPIs) required of the job that align with company goals and ensure accountability for the delivery of measurable results and clear linkage to the Performance Management Process (PMP)

 

Key Performance Indicators (KPIs)

Result Measurement (Metric)

Lead/Participate Rollout of Global, Regional and Local C&B related Projects/Initiatives

Achieve timelines and milestone within assigned costs (if relevant)

Lead/Participate any internal & external audits in the operation of any Regional and Local C&B reward recognition and benefits programs e.g. sales incentive program

%/# issues identified and resolved

Educate  and enforce relevant Global Reward policies and procedures in NAM Region

%/# occurrences of policy breaches and/or non-compliances

Develop and recommend salary / wage review proposals (including write ups) for management review and approval, including liaison with external consultants (where necessary) to obtain relevant costs

Provide high level feedback within 24 hours on status of initial request; with final resolution no longer than 3-5 business days following.

 


 

Key Accountabilities/Job Duties 

 

KEY ACCOUNTABILITIES/JOB DUTIES

% OF TIME

·       Compensation Advisory:  Operate as an internal consultant to provide broad-based compensation and policy guidance to HR business partners and internal business partners.   Provide accurate, relevant and timely information and assistance while striving to maintain the highest quality and customer service standards.

·       Compensation Support: Prepare salary review proposals (and mobility related costings) for NAM leadership review and approval, including discussions with NAM HR team and external consultants to obtain relevant costs / advisory

·       Salary Analysis: Conduct market and internal analysis to determine competiveness to market; assists HR business partners in developing salary offers, conduct ad hoc analysis for business lines.

 

 

 

 

30%

·       NAM HR Metrics: Work with NAM HR Team and NAM RVP to develop and track relevant data sources for critical NAM specific HR KPIs to provide insights and recommendations for better decision making e.g. Turnover, FTE-Temp Conversions, Hot Spots for Wages, etc

·       Tableau: Utilize Tableau platform to conduct data analysis on NAM HR metrics including review/maintenance of regional level cut of Global HR metrics for every period

20%

·       Job Evaluation and FLSA:  Performs job evaluation and FLSA exemption testing and communicates results to HR business partners and internal business.  Ensures job descriptions are appropriately completed and recorded.

·       Job Description / Role Profile Database: Work with HRMs / NAM leaders to maintain database by ensuring all newly created or revised job roles are updates and added.

 

 

 

20%

·       Annual Compensation Review (in alignment with GR):  In collaboration with HR business partners / HRMs, supports the rollout of the annual salary and cash bonus plan reviews (including employee/manager briefings and internal training to NAM HR team)

·       Incentive Compensation: Manage sales incentive program including training/education to participants on plan details and mechanics.

 

15%

·       Tax Equalization:  Work with Payroll function and external tax vendors e.g. PWC to implement tax equalization payments, process invoices including conduct of periodic audits

·       Relocation: Work with NAM Benefits to develop/recommend domestic and international relocation programs for relevant NAM employees, Foreign Hires and International Assignees to the NAM Region.  This includes processing monthly invoices from relocation vendor, verifying charges, processing employee reimbursements, and fielding questions from HR business partners and employees.

 

 

 

15%

 


STATEMENT OF OTHER DUTIES

 This document represents the major duties, responsibilities, and authorities of this job, and is not intended to be a complete list of all tasks and functions.  It should be understood, therefore, that incumbents may be asked to perform job-related duties beyond those explicitly described.

 


Typical problems and decisions required

 

 

What sorts of problems are typical for the job?

What decisions are required and what references/guidelines are used?

 

What decisions are required to be referred to supervisors?

Salary equity reviews

Evaluate employee/position/market and determine if total compensation is internally equitable, externally competitive rate

Salary / job grade requests out of compliance with recommended guidelines;

Inconsistent and or non-compliant compensation actions implemented for employees

Analyze policy, review available data and seek out additional information from a variety of sources

Review and input required when exception to standard policy is requested (including providing recommendations with local context)

Corporate / Global data requests and reporting compliance

Determine and safeguard sharing of appropriate employee related data

Review and input required when

 

Descriptive Quantitative Data

 

Budget size/ sales targets (US$)

(please provide data specific to the position and/or Country/region/function where the position reports into)

Review

Position

 

Country/Region/Function

-       Revenue

 

 

-       Operations

 

 

-       G&A

 

 

Geographic reach/span

Primarily NAM Region

Global (depending on scope of reward projects)


Qualifications

Job Qualifications

Education/Experience, skill sets, desired competencies; 

Required Education

·     Bachelor's degree in Business

Experiences

·     5 to 7 years’ experience in compensation.

·     1 to 3 years incentive plan administration (including sales incentive plans).

·     1 to 3 years global assignment management and domestic relocation administration preferred.

·     Experience in financial modeling.

·     CCP preferred.

Skill Sets

·     Strong oral and written communication skills.

·     Ability to work well under pressure independently, perform and manage multiple tasks simultaneously, meet deadlines, and be accountable.

·     Strong analytical, decision making and problem solving skills.

·     Strong organizational and planning skills.

·     Working knowledge of financial reporting systems and HRIS.

·     Advanced knowledge of Microsoft Suite Products (MS Word, EXCEL, PowerPoint, Access, etc.).

·     Teamwork - showing a commitment to teamwork and collaboration.

·     Respect - extending dignity and respect to all people.

·     Integrity - fostering trust and a positive work environment.

·     Innovation - bringing creativity to the workplace.

·     Customer Focus - achieving Company, department, and personal goals through a strong customer focus.

Language Skills

N/A

 


The company is committed to and supports equal employment opportunity and affirmative action to all employees and applicants for employment. Equal employment opportunity means equal treatment of employees and applicants without regard to the following legally-protected characteristics: race, color, religion, creed, sex (gender identity), pregnancy (including childbirth and related medical conditions), sexual orientation, marital status, national origin, ancestry, age (40 and over), medical condition, genetic information (including characteristics and testing), veteran status, physical or mental disability status or any other legally-protected status.