Regional Rewards Manager

col-wideJob Description:Press Tab to Move to Skip to Content LinkSelect how often (in days) to receive an alert:Select how often (in days) to receive an alert:Want to be a crowd-stopper rather than a crowd-pleaser? Become a CamparistaAt this point, you may not know exactly what it takes to be a Camparista , but you have the makings to be one of us. We're the independent minded and passionate achievers in the spirits industry, innovating the iconic.Be Part of Our Signature MixGeneral Description of the RoleAs a member of the regional HR Team, the Regional Rewards Manager supports the Regional Rewards Director – EMEA to oversee the region's Compensation, Benefits, HRIS and People Cost/Headcount activities through meaningful relationships with the country HR functions. The role will function as part of the center of expertise in the region for all Compensation, Benefits and Data Management activities. The Regional Rewards Manager will need to develop regular communication with Local HR to execute remuneration activities and work to ensure compliance with our global processes and each country's regulations by developing appropriate governance structures under the Regional Reward Director Guidance.Mission Objectives The Regional Rewards Manager will support the Regional Rewards Director with the establishment and administration of Regional Compensation, Benefits, and Data Management programs, including benchmark analysis, job evaluation, policy development as a specialized area of excellence. The role will also be responsible for change management in the reward transformation activities, developing in conjunction with the team the training and communication activities required.Key Responsibilities and Activities Compensation Process Management Guide the HR Leaders in managing compensation programs, including salary administration (market-based job analysis), policies and procedures, structure comparison with the market, and external competitiveness.Advice Local HR Directors on general market dynamics and remuneration trendsPartner with the Regional Reward Rewards Director across the region to develop guidelines and training on the correct use of market data and proper interpretation of market and remuneration reports.Ensures all global job family roles in the regional operations are consistent with the global job architecture guidelines and are accurately and regularly graded using the global job evaluation methodology.Lead the participation in annual compensation surveys processes for the RegionSupports the creation of salary structures based on current benchmark data and company's guidelines.Perform the compensation benchmark market analysis and evaluates competitiveness against the market to ensure fairness and best pay practices.Perform on-demand specific role compensation market benchmarks.Participates in HR Community training on key compensation processes and topics (annual cycle, compensation philosophy, job evaluation, etc).Ensure clean data (in partnership with HRIS Manager and countries) and use established platforms to demonstrate alignment of merit recommendations with previously calibrated overall performance ratings and market data.Maintain oversight of participants across all countries in local, regional and global incentive programs.Partner with HRIS Global team to ensure that the employee master data implementation of (Employee Central) meets the compensation needs and is updated to reflect changes to salary, structure, bonus programs, etc.Collaborates with the Regional Rewards Director to oversee the EMEA Region Compensation and Benefits activities' operation, ensuring compliance with global processes and local regulations by developing appropriate governance structures.Work in conjunction with other Total Reward team members to develop the tools, training, and coaching for the HR Representatives and clients regarding compensation and reward management. Including new hire and promotional guidelines, equity analysis, market pricing, etcThroughout the region, support the HR Directors to develop analytics that correlates talent actions (recruitment, hiring, development, performance, etc.) with rewards programs and incentives.Guide and educate the HR Directors teams and eligible participants on understanding the global variable pay programs (STI, SIP, MTI, and LTI).Development of compensation packages and supports the creation of tools that allow local HR teams and Talent Engagement in the recruitment process.Key Relationships Internal: Regional Total Reward Colleagues, Country HR Directors/HRBPs, Country Payroll, Country & Regional Finance External: Compensation Consultants, Benefits Providers Education & Experience Bachelor's degree in Applied Science, Commerce/Business or Statistics preferred7+years in HR – Compensation and analytics preferredFluent English (written and verbal) isessentialRegional (EMEA)exposureIn-house work experience in Compensation and Benefit design and managementExposure to European multinational matrix organizationsBackground in design, development, and delivery of compensation and reward programs for a large multinational company.Experience with HRIS - SuccessFactors PreferredKnowledge of emerging global market trends, cultural and competitive practices, and legislation within the countriesFunctional Substantial experience in both quantitative and qualitative analysis; experience in cross-country research, particularly survey design and analysis, and analytics and statistical modeling concepts – norms, percentiles, and bands in salary/remuneration data;Comfortable acting as an advisor and partner, and able to influence junior managers as well as senior leaders;Expert in use and interpretation of remuneration market data (Mercer, Korn Ferry, Towers Watson);Expert in the application of proprietary global Job Grading methodology (Mercer);Ability to connect with a wide range of HR and Business colleagues;Excellent skill in Microsoft Office suite as well as other database tools;Experienced in the coordination of International assignees;Strong proficiency in SAP and principles of master data management;Awareness of international tax principles;Ability to manage work performance and maintain 'hands-on' involvementDemonstrated success in multinational functional support;Managerial Ability to work effectively across an organization with complex matrix relationships and different cultures;Ability to influence ideas, behaviors through the communication of compelling points of view and the building of strong partner relationships vs. direct management controlAbility to secure work output of others when not in a position of authority over themOther Strong sense of urgency, attention to detail, and accuracyAbility to operate as an internal specialist while also providing a broader perspective on general business issues;Well-developed analytical abilities and logical thinking approach to problems;Demonstrated ability to influence others to secure agreement and understanding over technical/specialized decisions madeExcellent written and oral presentation skills - Act as a primary consultant for internal stakeholders and work independently with limited staff supportOur commitment to Diversity & Inclusion:At Campari Group we believe in building more value together, thus we see diversity in all forms as a source of enrichment. Our employment policies and practices ensure that we are committed to providing equal employment opportunities in all aspects of employment without regard to any individual's race, religion, creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender identity or characteristics or expression, political affiliation or activity, age, veteran status, citizenship, or any other characteristic protected by law.Note to applicants:Your application will be assessed based on your abilities, expertise, general knowledge and experience, not because of any confidential, proprietary or trade secret information you may possess. You must not disclose to Campari Group any such information. In the event that you are asked a question that cannot be answered without disclosure of any confidential, proprietary or trade secret information (including from a current or prior employer or their vendors or customers), you must decline to answer the question.Notice to third party agencies:Please refrain from cold-calling or emailing our executive leadership team or the HR community directly. The Talent Acquisition department manages centralized recruiting operations globally, including the selection and management of external suppliers. Currently, our preferred supplier list is at full capacity. To ensure we have your information on file for future consideration, we kindly request that you complete the online form provided here .#J-18808-Ljbffr