To plan for and execute effective pay processes globally (both annual and one off), with a comprehensive audit trail and continuous improvement.
Lead the global delivery of global compensation activity, including projects when required.
Through a deep understanding of the current and future business drivers deliver and plan for changes and improvements in global pay strategy and processes to ensure these are managed effectively and clearly for the end user and our customers.
Analysis and manipulation of pay data using Excel. Sorting, collating and analytical modelling.
Provide guidance and intelligence on the key trends identified in data analysis and recommend appropriate actions.
Accountable for the Gender Pay Gap (UK or other global equivalents) process include the delivery of the accurate reporting, relevant stakeholder management and supporting narrative.
Production of management reports, charts and graphs for presentation to managers (both HR and line) to support key People practices such as annual salary reviews and pay and bonus benchmarking.
Manage key relationships with key external salary survey providers and publishers, preparing data submissions and related administration.
Own the process for evaluating and matching of jobs into existing job classification frameworks.
Development of pay structures for line areas, modelling scenarios and payroll costs.
Development of incentive/commission schemes, modelling options and testing scenarios/costs.
Researching market information new survey providers, industry practices and publications, benchmarking data, advising the Reward team of findings and options for change.
Providing governance support and input to Committees such as IT Pay Board.
Providing guidance/informal supervision to the other team members in areas of pay benchmarking and salary data management.
To create effective and engaging communications of reward built around a strategy of total reward translating technical information to non-technical customers clearly and concisely.
Keep up to date on external Reward factors such as legislative changes to continuously benchmark the position against the market.
Making proactive recommendations and leading implementation.
Core Traits
* Flexible and adaptable
* Strong relationship builder
* Understanding of vision and strategies
* Able to build trust and gain buy-in from key stakeholders
* Strong commercial acumen
* Organised
Skills / Capabilities
* Ability to manage multiple competing priorities under pressure and to follow through decisions whilst maintaining accuracy and quality of output.
* Initiative, flexibility and judgement in identifying most appropriate ways of working.
* Mature and balanced understanding of the internal and external constraints and the business context in which it needs to be applied.
* Capable in handling highly sensitive and confidential information.
* Effective in Relationship Management.
* Able to use discretion effectively whilst at all times maintaining the required position of the Reward and People function, including delivering difficult messages as necessary.
* Able to develop a reward network outside the network.
* Able to lead and drive process improvement.
Qualifications / Experience
* University Degree in Business/Numerical subject or relevant experience.
* Experience of People policies.
* Experience of Reward policies.
* Expert level skills in Excel, Word and PowerPoint.
* Exceptional proficiency in communication, collaboration, and people management (desired).
Seniority level
* Associate
Employment type
* Contract
Job function
* Analyst
* Industries: Airlines and Aviation
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