Company Background:
Our client is a leading MNC chipmaker in the computing and communications industries.

Major Duties and Responsibilities:

• Establish pay strategy on behalf of client/region.  Influences client to ensure compensation actions are aligned to business decisions with regard to the following:

1. Ensuring meritocracy (merit, promo, out-of-cycle).
2. Adjustment budget funding and prioritization.
3. Key player/skill differentiation.
4. Internal equity.
5. Recognition and reward programs.
6. Retention programs.
7. Attraction strategies.

• Owns determination and establishment of alternate POM goals and/or pay strategies on behalf of client/region as a result of:
  

1. Rare and/or critical skills.
2. Labor market competitiveness

• Aligns client group and/or site strategy with Focal budget direction and corporate compensation philosophy. 

1.  Utilizes competitive position analyses and indicator assessments to identify competitive risks, gaps and drive adjustment budget (SMA) prioritizations and allocation strategies.   Influences client on proper action/non-action and secures funding where appropriate.
2. Reviews Focal budget proposals with appropriate levels of management and owns securing approval of budget components when appropriate.

• Sources, collects and interprets local and client group specific competitive itligence through establishment and enhancement of networking contacts

1. Defines select cuts of market survey data and supplemental peer (t-comp) companies on behalf of client groups and/or labor markets.
2. Provides input to and influences the selection of official t-comp competitor list
3. Works closely with Comp. Ops team to determine and/or validate market rates for unique or difficult to benchmark jobs.

• Provides feedback and input to the corporate design functions on design, modification and implementation of corp. programs as they relate to, and impact T-comp within It locations and client groups.
  

1. Key contributor in the development and implementation of locally driven compensation & benefits programs.
2. Highly influential consulting with the location and/or client group to ensure overall competitiveness of T-comp and proper balance of individual C&B components.
3. Sr. Consultants act as a liaison between benefits design, corporate programs, focal team, and other functional groups. 

• Develops and deploys educational/training programs and materials to equip HR partners with fundamental total compensation skills to enhance their effectiveness in consulting with managers and supporting key initiatives.
  o Develops and delivers C&B philosophy and program overviews to management where appropriate.
• Consults with Staffing and sr. mgmt on key strategic hires to influence proper level of candidate¡¯s compensation components (base, bonus, equity, grade level, hire bonus, relocation, etc.)
• Consults with BGHR and sr. mgmt to retain key strategic and management staff (saves) through strong influencing of proper components to strengthen retentive value (compensation, position, development, mgmt, etc.)
• Owns pay administration compliance and interpretation of practices and guidelines on behalf of client group.   Works closely with the BGHR organization and Compensation Operations to ensure proper application including:

1. job/grade classification. 
2. job analyses/evaluations.
3. guideline modification, interpretation and exception management.
4. external benchmark determination/validation.
5. job code management.

• Monitors and ensure compliance with local wage and hour laws through interpretation of labor laws, coaching and corrective direction when appropriate.
• Designs and deliver client or location specific reward programs such as:

1. Key player.
2. Group bets/challenges.
3. Sales commission/incentive programs.

• Owns establishment of compensation infrastructure for all Greenfield/Brownfield site until in sustaining mode.

1. Provides compensation expertise (data analyses, benchmarking, program/structure development) in the site selection process.

• Supports M&A/divestiture group with compensation analyses and recommendations. 
• Promotes efficient use of labor resources, providing management with tools and information to make better labor investment decisions.

1. Burden Rate.
2. Grade level mix
3. Benchmarking.
4. Workforce demographics.

• Leads or plays key contributor role in OC initiatives on behalf of HR acct team utilizing compensation expertise and strong consulting/stakeholder mgmt. skills.

 Knowledge and Skill Requirements:

• Demonstrated advanced knowledge of compensation concepts and practices including: pay practices, market analyses, rewards systems, variable pay, and equity and job design.
• Demonstrated ability to assess complex data from multiple sources using sound financial analyses to determine client needs/gaps and provide alternative. solutions and recommendations to resolve real or perceived compensation issues
• Demonstrated advanced skills in the application of financial and statistical concepts and practices using HRIS, PC and spreadsheet applications.
• Demonstrated ability to lead complex projects that have a major impact on large client group and/or has world-wide impact.  
• Demonstrated ability to take large amounts of information and synthesize it to key points while anticipating questions and showing unique findings within the businesses and/or corporation.  Looks beyond the problem at hand and sees connections to other issues and offers perspectives and ideas for holistic solutions.
• Strong influencing skills demonstrated by use of wide range of tactics to change behavior and/or direction.   Ability to represent conflicting perspectives and concisely use data to drive resolution and decisions with key stakeholders (sr. mgmt and HR leadership).
• Strong understanding of client needs, technology and competitive marketplace to influence senior leaders and management regarding C&B business direction.  Effectively leverage how C&B programs and practices to deliver solutions on behalf of the client.
• Demonstrated ability to work comfortably up and down the chain of command and gets things done outside and inside of formal channels.
• Ability to set strategic goals that have broad impact for client, HR, C&B, and/or the corporation.  Use goals to guide actions and create detailed action plans; organizes and schedules people and tasks to deliver on time projects with good contingency planning.