sr. Manager, compensationConcentrix

Job Title: Sr. Manager, Compensation
Job Description SCOPE OF RESPONSIBILITIES Short paragraph explaining in the broadest terms what are the responsibilities of the position, i.e. what does the incumbent do?
DIMENSION & SCOPE:
The Senior Manager, Compensation manages a segment of the Total Rewards business unit and the related functions and staff. Varying based upon assignment, responsible for the design, implementation and administration of compensation programs for the company including competitive structures, job evaluations, merit increase programs, salary administration processes, compensation planning and annual incentive programs. Will be involved in performing finance modeling and costing of various initiatives related to compensation. The incumbent will direct the daily work activities and development of assigned compensation staff.
SPECIFIC RESPONSIBILITIES In more specific terms, detail function-by-function / responsibility-by-responsibility what the incumbent is held accountable for over a given period of time.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
 Supports in the design of employee compensation programs, including but not limited to, salary administration, job evaluations, monthly/annual incentive programs, and salary range/geographic differential adjustments.
 Coordinate with the global team in managing the participation and analysis of compensation surveys.
 Manages HRIS and compensation technology tools and systems to support compensation activities and serves as compensation representative on other HRIS teams to ensure integration between groups.
 Designs and administers the annual/monthly incentive plans, policies, and guidelines
 Manages the development of employee and manager communication and training materials related to compensation programs.
 Consults and collaborates with the broader People Solutions team to explore problems, resolve issues, or offer solutions on matters related to compensation programs, especially those raised by the different sites.
 Supports in various compensation related projects and initiatives, and performs finance/cost modeling for these projects.
 May be tasked to project manage certain compensation initiatives
EDUCATION & PROFESSIONAL CERTIFICATIONS REQUIREMENTS Degree and/or certificate of completion.
 Bachelor's degree in related field from a four-year college or university with six to eight years related experience; or
 Equivalent combination of education and experience.
 Compensation or Finance related background preferred.
CANDIDATE PROFILE List out what work experience and skills are necessary to be a candidate for the job.
 Ability to read, analyze and interpret mathematical and statistical information. Must be able to calculate and interpret mathematical formulas such as percentages, ratios, statistical average/median/mode, etc. Must be able to perform regression analysis.
 Must have very strong and advanced Excel skills.
 Ability to do finance/cost modeling related to compensation and labor costs.
 Ability to define problems, collect data, establish facts and draw valid conclusions.
 Ability to read, analyze and interpret technical journals, financial reports and legal documents. Ability to write articles and training materials, in addition to the ability to effectively present information to employees, top management, and/or public groups.
 Proficiency with other software programs like Excel, Word and PowerPoint for Windows are required.
 HRIS experience is preferred, especially experience in Workday.
 Demonstrated ability to communicate effectively and professionally with internal and external associates, both oral and written.
 Demonstrated ability to work with and lead team members.
 Ability to organize and prioritize projects in a fast-paced, deadline-oriented and rapidly changing business environment.
 Decision-making skills for problem identification and solution recommendation and implementation.
 Analysis and problem solving skills to determine effects on existing systems and/or business processes.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
SCOPE OF RESPONSIBILITIES
Short paragraph explaining in the broadest terms what are the responsibilities of the position, i.e. what does the incumbent do?
DIMENSION & SCOPE:
The Senior Manager, Compensation manages a segment of the Total Rewards business unit and the related functions and staff. Varying based upon assignment, responsible for the design, implementation and administration of compensation programs for the company including competitive structures, job evaluations, merit increase programs, salary administration processes, compensation planning and annual incentive programs. Will be involved in performing finance modeling and costing of various initiatives related to compensation. The incumbent will direct the daily work activities and development of assigned compensation staff.
SPECIFIC RESPONSIBILITIES
In more specific terms, detail function-by-function / responsibility-by-responsibility what the incumbent is held accountable for over a given period of time.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Supports in the design of employee compensation programs, including but not limited to, salary administration, job evaluations, monthly/annual incentive programs, and salary range/geographic differential adjustments.
Coordinate with the global team in managing the participation and analysis of compensation surveys.
Manages HRIS and compensation technology tools and systems to support compensation activities and serves as compensation representative on other HRIS teams to ensure integration between groups.
Designs and administers the annual/monthly incentive plans, policies, and guidelines
Manages the development of employee and manager communication and training materials related to compensation programs.
Consults and collaborates with the broader People Solutions team to explore problems, resolve issues, or offer solutions on matters related to compensation programs, especially those raised by the different sites.
Supports in various compensation related projects and initiatives, and performs finance/cost modeling for these projects.
May be tasked to project manage certain compensation initiatives
EDUCATION & PROFESSIONAL CERTIFICATIONS REQUIREMENTS
Degree and/or certificate of completion.
Bachelor's degree in related field from a four-year college or university with six to eight years related experience; or
Equivalent combination of education and experience.
Compensation or Finance related background preferred.
CANDIDATE PROFILE
List out what work experience and skills are necessary to be a candidate for the job.
Ability to read, analyze and interpret mathematical and statistical information. Must be able to calculate and interpret mathematical formulas such as percentages, ratios, statistical average/median/mode, etc. Must be able to perform regression analysis.
Must have very strong and advanced Excel skills.
Ability to do finance/cost modeling related to compensation and labor costs.
Ability to define problems, collect data, establish facts and draw valid conclusions.
Ability to read, analyze and interpret technical journals, financial reports and legal documents. Ability to write articles and training materials, in addition to the ability to effectively present information to employees, top management, and/or public groups.
Proficiency with other software programs like Excel, Word and PowerPoint for Windows are required.
HRIS experience is preferred, especially experience in Workday.
Demonstrated ability to communicate effectively and professionally with internal and external associates, both oral and written.
Demonstrated ability to work with and lead team members.
Ability to organize and prioritize projects in a fast-paced, deadline-oriented and rapidly changing business environment.
Decision-making skills for problem identification and solution recommendation and implementation.
Analysis and problem solving skills to determine effects on existing systems and/or business processes.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Location: PHL Makati City - Ayala North Exchange
Language Requirements:
Time Type: Full time
Concentrix

Makati City, Metro Manila
Permanent
Full-time