Responsible for North America compensation, policies and procedures. Works collaboratively with N.A. HR Business Partners, Talent Acquisition & Leadership and business divisions to maintain alignment and execution, meeting business needs and strategic objectives. Coordinates annual merit and performance review cycle, applicable programming and payroll follow-through, job descriptions. Partners with colleagues in Bureau Veritas Paris for leadership compensation programs, including short and long term incentives.
Ø Designs and maintains non-leadership (below bands 1 and 2) compensation program for North America
Ø Coordinates execution of leadership compensation program (short/long term incentives) with Bureau Veritas Paris Compensation team as/when applicable
Ø Supports designs and maintenance of Career Navigation System, BVHI’s career architecture program
Ø Regularly assesses pay practices and levels against market and manages BV’s job descriptions and job evaluation process
Ø Using applicable search engines and salary surveys, conducts job analysis and evaluation to classify new jobs and placement in appropriate pay band and geographic zone
Ø Consolidates job analysis and job evaluation to produce presentations for business partners and leadership
Ø Partners with Talent Acquisition and/or HR team to develop competitive offers, including analysis of internal and external equity, current salaries, benefit packages, skills, education and budget
Ø Partners with HR leadership and prospective new businesses to analyze impact of BVHI’s salary structure on merger/acquisition; develops data analysis
Ø Writes and maintains Compensation Guide for N.A. non-leadership policies and procedures
Ø Recommends salary increase percentages and updates applicable tables as they relate to placement in range and performance with regard to annual merit cycle, new hires, promotions, demotions, transfers to new geographic zones; updates Comp Guide accordingly
Ø Partners with Training and Talent Management Director, HR Client Services to educate new and existing leadership with regard to BVHI’s compensation practices
Ø Disseminates communications or information to organization HR community around compensation programs, policies, administrative guidelines, etc.
Ø Conducts group presentations and seminars when necessary to explain compensation changes or educate managers around administration process
Ø Performs compensation administrative functions that include, but are not limited to, writing and updating job descriptions, maintaining up to date JD library, analyzing and reporting on compensation trends and Cost of Labor
Ø Participates in industry compensation (and benefits) surveys such as Hay, Mercer SIRS, Willis, Mercer Executive, and others as applicable
Ø Coordinates collection of semi-annual Goals/Action Plans and applicable Target Achievements, including calculations of PRS, with Payroll, Human Resources Information Systems Specialist and Talent Management in FLL, and Corporate Strategic Planning and Corporate Compensation in Brazil
Ø Validates PRS calculations and maintains calculator functionality
Ø Works closely with Human Resources Information Systems and Payroll to align Success Factors Foundation tables with Payroll tables as they relate to Compensation activity,
Ø Performs annual compensation reviews for Canadian and Mexican employee compensation and benefits packages, making adjustment recommendations, as/if applicable
Ø Collaborates with Human Resources Information Systems Specialist to produce requisite data for financial and tax reporting and other requests
Ø Provides guidance for annual salary planning through market analysis, benchmarking, salary surveys, etc.
Ø Coordinates annual merit review process, coordinating scheduling with Payroll and Talent Management, aligning with Success Factors and Payroll
Ø Coordinates annual bonus process
Ø Updates and maintains respective components of Compensation and Position Management modules in Success Factors and Payroll to manage U.S. compensation processes and procedures and maintain alignment
Ø Stays abreast of market conditions, by site location, to determine range adjustments, geographic zone differences, particularly during annual merit review cycle
Ø Updates and maintains Compensation Guide, CNS tables
Ø Maintains central repository of Compensation information for U.S. HR team (salary tables, JDs, Compensation Guide, Salary Increase Guidelines for Promotions/Transfers, etc)
SSENTIAL KNOWLEDGE, SKILLS AND ABILITIES
Ø BS degree or equivalent; specializing in Human Resources, mathematics, or finance
Ø 5-7 years of experience in the compensation function
Ø Minimum 5 years of experience with human resources databases – payroll (ADP), human capital management and compensation module (Success Factors preferred; Work Day, People Soft)
Ø Familiarity with executive compensation
Ø Familiarity with compensation and benefits in international markets, preferably Canada, Mexico, Puerto Rico and the Caribbean
Ø TIC (testing, inspection, certification) industry experience a plus
Knowledge, Skills & Abilities:
Ø Thorough knowledge and demonstrated ability to analyze, develop, assess and administer compensation programs
Ø Extensive knowledge, understanding and execution of broad practices associated with compensation and long and short term incentive practices
Ø Strong analytic abilities and technical aptitude
Ø Thorough understanding of Human Resources federal, state, and local legislation as it impacts compensation and other related programs (FLSA, Equal Pay Act, etc.)
Ø Able to communicate effectively and easily with all levels of management
Ø Intermediate level knowledge of Microsoft Office (Word, Excel, Power Point, and Access)
Ø Master level of Data Analysis and Evaluation capabilities
Ø Organized and detailed oriented
Ø Ability to effectively prioritize and execute tasks while under pressure
Ø Strong customer service orientation
Ø Familiarity with executive compensation
GENERAL COMMITMENT FOR ALL EMPLOYEES
Ø Commitment to company values and complies with department norms, policies, directives, and procedures.
Ø Incorporates Lean processes and concepts into daily activities.
Ø Strives for continuous improvement to processes and procedures.
Ø Honors and protects confidential and proprietary documents and information.
Ø Satisfies work schedule requirements.