Rewards Lead

• Continuous Improvement: Actively stays informed about industry best practices, legislative changes, emerging trends, technology and innovative approaches in reward and make recommendations for program enhancements.
• Reward Planning: Assists in annual budgeting processes providing market insights and building established relationships with Finance and Commercial teams.
• Process and operations: Ensures efficient processes, procedures and operations for day-to-day activites , ensuring these are communicated and embedded effectively in line with Policy requirements. Maintains awareness of broader process implications and wider impact on our total reward offering.
• Data Management: Maintains accurate reward data in relevant internal or external systems, creates reports and dashboards, and provides insights to guide decision-making.
• Vendor management: Leads on day-to-day interface with key vendors and escalating issues with process and service level agreements to get the most out of external vendors.
• Advisory Role: Provides guidance and recommendations to HR and management on reward matters, joining the dots within a total reward approach.
• Reward Structure Management: Develops and maintains reward structures, ensuring internal equity and external competitiveness.
• Analysis: Conducts comprehensive analysis of often complex reward data, market trends, and industry benchmarks to evaluate the competitiveness and internal fairness of our reward packages.
• Compliance: Ensures compliance with relevant laws and regulations in the design and administration of reward programs.
• Project management: Manages designated reward projects through start up, execution and completion, maintaining appropriate stakeholder groups and engagement throughout.
• Transparency and documentation: Maintains focus on reward transparency, creating documents for use in communication and monitors and communicates effectiveness of reward programmes in a sensitive manner across a range of stakeholders (e.g., HR, managers, employees).
• Manage conflicting deadlines and priorities with a wide range of stakeholders.
• Communication: Develops and delivers clear and effective communication materials to educate stakeholders on reward policies, changes, and opportunities.
• Survey Management: Lead or collaborate efforts of survey identification, participation, able to interpret results, and maintain relationship with survey vendors.

• Strong project management and organizational skills.
• Detail-oriented with a high degree of accuracy and the ability to maintain confidentiality.
• Ability to work both independently and collaboratively in a team environment.
• Has experience with HRMS Compensation Tools
• Flexible and open to change, balances humility and the ability to challenge others' thinking.
• Strong analytical and quantitative skills, with the ability to interpret and present complex data effectively.
• Bilingual has the ability to communicate effectively in Spanish, both written and verbal strongly preferred
• Experience with updating salary bands after comprehensive analysis of compensation data, market trends, and industry benchmarks
• Proficiency in reward analysis tools and software, as well as advanced knowledge of Microsoft Excel.
• In-depth knowledge of reward principles, laws, and regulations.
• Experience in managing and maintaining processes and procedures, identifying and addressing issues through to measurable improvement.
• Ability to challenge thinking and problem solve.
• Strong background with compensation strategy
• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree. Additional reward specialist certification is a plus.
• Several years of deep experience in reward analysis and critical thinking, with a track record of improvements.

Strong background with compensation strategy

• Excellent communication and interpersonal skills, with the ability to communicate complex reward concepts to a non-technical audience.
• Reliable with professional attitude and operates with high integrity; approaches work with a can-do, proactive and collaborative attitude.
• Ability to make robust business recommendations using data and experience, aligned with overarching philosophy and considered outcomes highlighting risks where appropriate.

• Executive compensation and corporate governance
• Fixed reward – base salary, compensation structures, and pay management
• Variable reward – short and long term incentives both cash and equity based