Provides client-focused interface and conducts special projects in support of compensation global requirements. Contributes to the global design and implementation of new and revised compensation programs that provide a strong competitive position. Manages all market pricing activities to ensure internal equity, external competitiveness, while adhering to the company’s over-arching compensation philosophy. Provides analytical expertise, guidance and interpretation of various compensation policies. Manages the high-level project planning components relating to compensation program revision, development, and/or re-design.
Supports the implementation of approved programs in the design and development of manager and employee communication and training materials, rollout schedules and delivery of specific compensation related training to employees and management.
Monitors and analyzes trending information, economic and wage projections to ensure the organization’s compensation objectives and competitive market position are responsive to business needs, fiscally prudent, and legally compliant.
Conducts job study activities by advising managers on job design/content issues; creation and approval of formal job descriptions; evaluating appropriate competitive labor market rates and determining Fair Labor Standards Act (FLSA) exemption status.
Administers market pricing activities by matching internal positions to external market data using standardized surveys to make recommendations to management regarding salary levels, grade assignments, total compensation, and hiring ranges for a given position.
Participates in various compensation related projects which involve revision, development or redesign of existing compensation programs.
Partners with internal and external resources to ensure projects are completed on time and within budget, while achieving desired goals and objectives.
Performs other duties as assigned.
Provides direct compensation support to global business groups and collaborates with HR Business Partners (HRBP) and department managers in the design of competitive and cost effective base pay, incentive and reward programs that support department goals.
Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements and works with HRBP to educate managers.
Partners with Human Resources Management Systems team to ensure appropriate data measurements are identified and gathered to ensure compensation analysis are accurate and reported to management to make business decisions and achieve company goals and performance.
Audits compensation functions for process improvement opportunities and conducts research and internal/external benchmarking studies for best practices.
Ensures proper program documentation, resolves implementation and operational issues, and monitors program effectiveness compared to program goals.
Provides technical/analytic consultative support in the design and implementation of global total compensation strategy.
Administers annual merit review cycle, geographic differentials, and allowances within established guidelines, processes, and procedures.
Performs other duties assigned.
Applied Knowledge & Skills:
Working knowledge of compensation practices required including compliance with state and federal laws that apply to compensation plans.
Working knowledge of Human Resources practices and procedures.
Strong analytical and problem solving skills.
Excellent oral and written communication skills.
Ability to multi-task and work well in a team or individually on assignments.
Demonstrated proficiency with MS Office Suite and HRMS/Payroll systems.
Demonstrated project management and organizational skills.
Problem Solving & Impact:
Works on complex problems that require analysis of situation or data and a review of identifiable factors.
Exercises judgment within defined practices and policies in selecting methods and techniques for obtaining results.
Decisions made generally affect own job or specific functional area.
Consults with management to provide analysis and recommendations for pay and incentive programs for departments and company initiatives.
Supports HRBP and HRMS with implementation of business decisions among functional areas and organizational programs.
Mentors lower level staff to accomplish departmental and organizational goals.
Typically reports to a Director.
Bachelor's Degree or its International Equivalent • Business Administration, Finance, Human Resource Management or Related Field.
Certification as Compensation Professional (CCP) preferred.
Requires 5-8 years of experience with analysis, design, and administration of compensation programs.
Articulate, professional and able to communicate in a clear, positive manner with clients and staff.
Must be able to read, write and speak fluent English; fluent in host country language.
Prior work experience with Workday HRIS system preferred.
Prior work experience in a non- governmental organization (NGO).
Typical Physical Demands:
Typical office environment.
Ability to sit or stand for extended periods of time.
Ability to move 5-50 lbs.
Technology to be Used:
Company-issued Computer, Microsoft Office (i.e. Word, Excel, PowerPoint, etc.), e-mail, telephone, printer, calculator, copier, cell phones, PDAs and other hand held devices.
Less than 10%
This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.
FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.
FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.
FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.
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