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feildingellen
头衔: 海归上士
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加入时间: 2007/08/28
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作者：feildingellen 在 海归商务 发贴, 来自【海归网】 http://www.haiguinet.com
Sr. C&B Consultant
工作地点：Dalian 发布日期：2007-8-27
Sr. C&B Consultant
Individual Contributor
Reports to C&B Regional Mgr
Location: Dalian
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.
作者：feildingellen 在 海归商务 发贴, 来自【海归网】 http://www.haiguinet.com
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