Total Reward
5 giorni fa
Job Purpose
The Total Reward & HR Budget SR Specialist is responsible for : -managing and optimising the organisation’s remuneration and benefits programmes in order to attract, retain and motivate employees. This role involves analysing market trends, ensuring internal equity and designing remuneration strategies in line with business objectives and employee needs, while ensuring compliance with legal requirements and company policies; calculating fixed, variable and recurring labour costs and HR assumptions in line with management and Total Reward strategies- analysing monthly and annual variance analysis from actual personnel costs to the budget.
Key Responsabilities
COMPENSATION STRATEGY & DESIGN
Develop and implement competitive compensation structures and salary ranges based on market analysis and internal equity.
BENEFITS PROGRAM MANAGEMENT
Oversee the design and administration of employee benefits programs, including health insurance, retirement plans, wellness programs, and other perks.
MARKET BENCHMARKING & ANALYSIS
Conduct market research to assess compensation trends, benefits offerings, and competitive intelligence to ensure the organization remains competitive in attracting top talent.
JOB EVALUATION & SALARY SURVEYS
Coordinate job evaluations and salary surveys to ensure that roles are appropriately classified and compensated.
COMPLIANCE & LEGAL STANDARDS
Ensure all compensation and benefits programs comply with relevant labor laws, tax regulations, and company policies.
TOTAL REWARD COMMUNICATION
Provide clear and transparent communication to employees regarding compensation, benefits, and total reward programs.
REPORTING & ANALYTICS
Provide regular reporting and analysis of compensation and benefits data to leadership, including trends, costs, and ROI of reward programs.
HR BUDGET& COST CONTROLLING
Prepares the annual HR budget (Payroll), collaborating with HRBP, Finance and various company departments.
Manage periodic forecasts (monthly, quarterly or rolling forecasts) relating to personnel costs, FTEs and staffing levels. Analyse discrepancies between budgets, forecasts and actual figures and explain the causes Continuously monitors direct personnel costs. Develops HR KPIs and cost indicators (average cost per FTE, shift cost, overtime, recruitment cost, etc.). Supports the definition of cost optimisation plans and the assessment of the economic impact of organisational initiatives.
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