Regional Rewards Manager
1 mese fa
Key Responsibilities and Activities
Compensation Process Management
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. 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. 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 preferred 7+ years in HR – Compensation and analytics preferred Fluent English (written and verbal) is essential Regional (EMEA) exposure In-house work experience in Compensation and Benefit design and management Exposure to European multinational matrix organizations Background in design, development, and delivery of compensation and reward programs for a large multinational company. Experience with HRIS - SuccessFactors Preferred Knowledge of emerging global market trends, cultural and competitive practices, and legislation within the countries
Competencies
Functional
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' involvement Demonstrated 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 control Ability to secure work output of others when not in a position of authority over them
Other
Ability 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 made Excellent 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 .
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