Durée indéterminée

On behalf of our client, a growing company based in Neuchâtel, we are currently looking for a  Regional Total Rewards Analyst

 

Vos tâches

This position will be part of People Services and has responsibility for execution and administration total rewards programs. This includes, but is not limited to, benefits (including health & welfare, risk, retirement and savings plans, wellness), compensation including base pay, long and short-term incentives, job evaluations and pricing, allowances, one-time payments, recognition programs and severance packages.

 

1. Leveraging rewards expertise in proactively understanding the legislation changes, practices and trends for our industry and markets; proposing solutions/recommendations to stakeholders in order to drive the company’s rewards strategy
2. Support execution and delivery of Global and Regional Total Rewards projects and programs, influencing, educating, and collaborating with the stakeholders for the optimum execution
3. Participate in various cross functional and cross regionals HR projects, and may lead projects with manageable risks and resource requirements
4. Act as escalation point to research ad resolve within the guidelines, complex total rewards enquiries that need specialized rewards knowledge or access to specific rewards systems
5. Review system generated correspondence and communications, rewards vendor websites (including benefits enrolment tools), HRA training materials, Local Work Instructions and Knowledge content available to the workforce for direct access to ensure these are current, accurate and market relevant, creating and recommending updates as needed
6. Assist with compliance and governance of all total rewards plans and programs including identifying risks, participating in audits, and recommending and delivering corrective or preventive actions
7. Collaborate with all functional teams in order for People Service to collectively achieve the performance indicators
8. Deliver on meeting the objectives related to case management, operations accuracy and timeliness
9. Identify and recommend opportunities for improvements to existing People Services systems and processes, by working collaboratively within the HR team to ensure consistency of execution of end-to-end HR processes, across regions and functional areas
10. Provide ad-hoc analytics support to stakeholders on an as-needed basis.
11. Research, problem solve and respond on issues related to rewards programs, objectives and procedures raised by employees, HR and third-party vendors, which could not be solved by the HRA team
Compensation
12. Perform job evaluations and market pricing recommendations in alignment with the global principles and processes in place
13. Participate in Annual Salary Surveys (Compensation Surveys – local & regional) under guidance of COE
14. Interpret salary data and perform analyses to ensure the BMS competitive positioning within the market and apply knowledge of business and industry best practice to provide feedback to the COE including on regularly scheduled competitive pay reviews for select groups of employees (e.g. key/top talent, critical skills)
15. Develop annual salary ranges and collaborate with COE to update the relevant tools
16. Execute and administer annual and seasonal compensation planning
17. Evaluate/Approve and process certain system transactions including job requisitions, compensation changes, job changes and one-time payments
18. Provide reporting and analytics support to Total Rewards (Service Lines, Centers of Excellence) for annual activities e.g. mandatory and annual Collective Agreement increases, off-cycle salary reviews, etc. and projects
19. Administer the global recognition program, within the region – TRO leads agree to take it out from TRO team; to discuss with Rewards SL to give access to HRAs for them to do this administrative tasks (correction awards, canceling, bulk upload in Bravo)-
20. Responsible for the creation and loading of EIB templates associated with compensation business processes (i.e. Request Compensation Change, Request Stock Grant, One-time payments). For complex changes, TRO Analyst will collaborate with WFA Analyst to complete the load.
21. Perform calculation of severances packages and submission of S&B cost data to the Separation COE
Benefits
22. Design, develop and implement lean operational processes from changes in benefit plan design ensuring efficiency, and streamlining of processes and related tasks
23. Manage activities related to benefit plan eligibility, enrollments, status changes, and terminations in providers portals as needed, including some social security programs
24. Develop, test and implement recommendations for global benefits administration systems change requirements, prepare change request documentation and supports implementation
25. Plan, prepare, manage and close enrolment windows in partnership with system provider and COE
26. Liaise with system providers, local brokers and vendors as needed
27. Review, action, and reconcile system generated reports as needed
28. Understand, interpret, and effectively communicate to the HR Advisors benefit plan provisions, policies, programs, process and practice, so they can support and advise the workforce on a regular basis on the specific inquires. Act as the escalation point for Key Business Partners for more complex issues
29. Assist with the administration of wellness programs and vendors. Coordinate wellness communications as needed
30. Review and confirm the invoices’ details against the services received from the vendors who are managed by People Services, in collaboration with the PS Global Vendor Management team
Leave of Absence
31. Understand, interpret, and effectively communicate to the HR Advisors the impact of leaves on benefit plan provisions, policies, programs, process and practice, so they can support and advise the workforce on a regular basis on the specific inquires. Act as the escalation point for Key Business Partners for more complex issues and leverage vendors when necessary to support resolution of inquiries.
32. Maintain policy and partner with the peers in the Capability Center for communicating any changes, including conducting any necessary training.

Votre profil

Must have requirements:
1. Bachelor’s degree or equivalent from an accredited university
2. In depth experience in one or more of Compensation Operations, Benefits Administration, for the relevant region
3. Experience working in a rapid, fast-moving environment which is both complex and changing
4. General knowledge and understanding of HR policies, processes, regional Employment Laws and total rewards legislative requirements for the relevant region
5. Experience working in a multi-cultural/multi-country work environment
6. Ability to use business judgment when assessing requirements and performance, in order to identify the right solution to meet business needs
7. Demonstrated analytical abilities, attention to detail and the ability to successfully manage multiple competing tasks and priorities
8. Ability to network across a global organization to align with organization objectives and strategy in order to operationalize and deliver enterprise wide solutions.
9. Demonstrated continuous improvement mindset
10. Language requirements beyond English: Fluent in at least one of the supported languages (specific language requirements to be updated per the needs, when published for recruitment)
Ideal Candidates Would Also Have:
11. Practical operational experience of other HR processes, e.g., talent acquisition, payroll, performance
12. Experience working within an HR Shared Services delivery model
13. Experience working with current BMS HR and TR enabling systems: Workday, ServiceNow, Thomsons Online Benefits Admin/Darwin, Morneau Shepell’s Ariel
14. Compensation specialty certification to demonstrate theoretical understanding and application of HR practices
15. Experience in coaching others to build capabilities or enhance functional depth
16. Project management experience
17. Ability to present complex information in a clear and convincing way to stakeholders

 

 

Langues

Language requirements beyond English: Fluent in at least one of the supported languages (specific language requirements to be updated per the needs, when published for recruitment)

 

Date d'entrée

À convenir


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