Job type full-time
Full job description
Auto req id: 262767br
The role holder manages total rewards operations for amesa & apac sectors, this includes all amesa & apac markets (30 countries)Key deliverables in this role would be but are not limited to end-to-end accountability of sector operations, excellence in service delivery, sla management and benchmark achievement, stakeholder delight, process improvement towards roi via standardization, automation, process re-engineering of processes and drive towards digitization of process with sponsor alignment i.eTr global process owner, sd heads/sector heads as applicable.
Main capabilities to lead and manage in this role would include annual compensation processes, quarterly compensation, sales compensation, off-cycle compensation, job evaluations & salary planning, benefit process and other transactional processes for amesa & apac sectors.
The incumbent reports to hbs total rewards lead, accountable for global total rewards operations serviced from hbs center across amesa & apac, amesa, apac, global functions and gbs.
Lead and successfully delivery of the below capabilities for amesa & apac sectors
Compensations processes: focal point merit process, variable bonus, quarterly bonuses or employee/manager incentive programs, service awards, long-term incentives, pay equity processing, sales compensation, etc.
Tr tools: prt, pay factors, ec, reports, vendor tools, etc
Benchmarking processes: job evaluations, salary planning,
Tr exception process: off-cycle rewards, external offers, incentives, policy exceptions rewards in focal point, etc
Benefit processes: benefits administration, vendor services & invoice admin, frontline car fleet admin
Other transactional process
Full ownership and accountability towards for
Services / operations:
Excellence in service delivery, meet and improve output of slas, delivery quality,
Stakeholders delight, customer experience enhancement, etc
Accountable and sign-off merit/bonus/budget/sox/invoices etc,
Accuracy of compensation calculations and output delivery to ensure it meets pep pay philosophy / guidelines
Planning and cycle end to end management of each capability
Drive team to create a standard process documentation, exception rules and management, handling escalations, mitigation of risks in process, productivity, efficiency
Partnership with amesa & apac tr operations to provide recommendations towards policy, guidelines, local practices or strategy recommendations to hq tr coe or sector tr coe hq
Analyze and provide gaps in practices or compliance breaches or recommended practices for consistency or compliance aspects
Ownership on audit and compliance requirements, and periodic reconciliation etc
People management of mid-size team (2-3-drs and up to 20fte indirect), retention of hi-po and meet hbs site targets on people attrition, develop/growth and cross-functional development etc
Performance management of team, coaching and development and career planning of managers and team,
Direct and guide manager
Stakeholder service delight:
Partner with bu tr ops, tr coe, sector tr coe or hrbps on various aspects like process re-design, delivery expectations, global standardization or technology change recommendations, continuous process improvement
Provide policy and program administration education/support to hr business partners on amesa & apac bonus programs
Critical thinking and partnering with support functions:
Drive team to coordinate and involve the support functions such as payroll and employee services operations, performance management, talent acquisition, other total rewards functions/sectors for effective delivery and user experience vendor management and coordination, etc
Local generic / administration:
Adherence to employing entity policies, guidelines, staffing, recruitment, performance documentation, leave management, system/resources procurement, local activities engagement, cross-functional engagement and partnering with local support teams, etc
Value delivery to business/sectors:
Drive continuous improvement in our processes through identifying errors, recommending solutions, clarifying inconsistencies, and implementing resolutions.
Year on year value delivery for the investment made in the form of cost save, quality improve, customer experience, compliance, automation/digitization, etc.
MinBachelor’s degree required; masters a plus.
12-18 years total experience with at least 8+ years in global total rewards or amesa & apac and min3 years in a mid-senior manager (non lt level) capacity at a global scale in the recent role
Should have excellent total rewards functional knowledge on capabilities listed under main duties
Excellent stakeholder management skills, customer centricity and worked with up to vp/svp in a large gbs
Should have implemented process improvements, automation, gbs value delivery year on year
Good experience in project management, change management, transitions from onsite to offsite countries
Highly organized and proven track of delivering results
People management experience in managing managers, dm, etc, and a team size of min20 fte
Relocation eligible: eligible for standard relocation
Job type: regular
Posted 30+ days ago