HR Positions - Gurgaon

The position is witha leading American MNC in FMCG (Corp office Gurgaon for APAC)

looking for a 2000 - 2001 Batch from XL , TISS, SIBM, SCMHRD.......

Experience : Some Line Function exp in an FMCG with managing a comp role for atleast a year or so . If the incubment is working in a consultancy and wants to move back into Line .. then prior experience to Consultancy must be in Line for atleast 2 years. BPOs and Tech companies are fine with us.

Some housekeeping points :
- Person must be willing to stay on this role for atleast 2 - 3years
- Must be willing to travel internationally ...and nationally..so basically mobile person.
- MUST have managed some salary surveys and benchmarking with peer group companies
- MUST have knowledge of some form of Job Evaluation process
- if he/ she has knowledge of other markets than India or has worked in some cross country assigments would be great

To reiterate both technical and other competencies which are an absolute MUST
- High Drive for Results..
- Communication
- Very High Computer Applications knowledge

The other competencies are there in the job profile..

HUMAN RESOURCES

JOB PROFILE

POSITION:
Compensation Analyst – India , MEA , Turkey

JOB PURPOSE:
Provide local compensation support and training for assigned Business Units by maintaining Service level agreements on specific Compensation & Benefits programs such as job profile evaluation, salary and total remuneration administration, specific policy interpretation and all total reward program administration. Work with business partners in conjunction with COE on compensation related projects and initiatives. Participate in cross-functional teams to ensure HRIS data reconciliation and audit compliance.

MAJOR KEY RESULT AREAS:
1.SALARY PLANNING AND ADMINISTRATION -
•Supports and administers the application of the salaried compensation system to ensure conformance to policies and guidelines;
•Communicates and reports salary related information to employees and/or management; administers the annual e-merit process and salary change events, for assigned customers, in-line with guidelines;
•Provides guidance and direction to the HR Advisors of specific compensation issues and compensation program implementations;
•Supports the analyses of existing or proposed compensation practices and procedures; implements recommendations for improving the gathering and budgeting of salary information;

2.BENEFIT ADMINISTRATION -
.Administers the benefits programs for employees across the region;
•Manages outsourced Benefits plans service provider (Payroll, Pension, Health, Life)Ensures that the service levels are regularly measured and reviewed. Works with process enablers from different functions to ensure service to employees as per SLAs.
•Responds to employee benefit related questions, by questioning to understand the situation and respond rapidly to resolve; Ensures smooth operation of the Query Management system to address employee’s queries. Tracks efficiency of query management and communicates trends
•Maintains a knowledge of the benefits management structure and supporting agencies; utilizes knowledge to obtain information;
3.EMPLOYEE POLICIES AND PROCEDURES -
•Supports, and as necessary manages, the communication of HR policies and procedures;
•Provides clarification to employees on benefit and HR service related questions; as appropriate, forwards questions on matters related to other aspects of HR to the appropriate source (e.g. HR BUP, COE, etc);

4.SALARY STRUCTURE AND DEVELOPMENT -
•Administers and/or support the annual salary survey process within region for assigned job categories; reports on labor markets to determine salary trends; supports Manager, Compensation Administration with the development and approval of salary structures;
•Manages salary changes with respect to tasks to being performed, qualifications of the employee, company policy and budgetary limitations;
5.JOB EVALUATION KNOWLEDGE -
•Supports the analysis of job descriptions and specifications, administers the appropriate job evaluation techniques to establish equitable salary rates within the organization as compared with rates within industry;
•Supports and manages the development and application of a consistent process for evaluating jobs grade 17 and below; makes recommendations to Manager, Compensation Administration and HR BUP on job grading;
•Maintains documentation on relative worth among jobs of varying skill, effort, and responsibility across the Company's job hierarchy is maintained;
•Provides support to HR BUP on job evaluation matters;
6.PROJECT MANAGEMENT -
•Supports, and as necessary manages, multiple project related Reward & Recognition initiatives; including the adherence to timelines, task prioritization and reporting of success;
7.PROGRAM DESIGN -
•Supports, and as necessary manages, the development of regional compensation programs that maximizes total compensation value while responsibly managing the Company's compensation investment;
•Manages the assessment of program effectiveness, to ensure the equity and competitiveness of the Company's total compensation practices through; reports results and trends;
8.RECORDKEEPING & HRIS -
•Maintains timely and accurate compensation related records, in compliance with Local, Country and Regional laws;
•Provides oversight and mentors Record Maintenance staff. Provides functional application, support and expertise.
•Act as expert consultant on SAP data structures, functionally and implementation and how they relate to the business.
•Track and work with Process & Systems Group to resolve complex product issues.
•Participate as functional/ technical resource and work with HR community on product upgrades and production issues.

Compensation Analyst
QUALIFICATIONS REQUIRED:
•Degree Business Administration (HR) ONLY Premier Institutes

EXPERIENCE:
•Requires a minimum of 4 years of Human Resources related experience with 1 year in Compensation .
•Line Management experience preferred .
•Experience in managing ERP packages

KEY COMPETENCIES
Global Leadership Behavioral Competencies
(Competencies have been ranked in order of importance to the job)
1.Customer Focus
2.Communication
3.Drive for Results
4.Adaptability
5.Innovation
6.Building Strategic Working Relationships
7.Strategic Leadership/Decision Making
8.Building a Successful Team

Technical Skills for Compensation Analyst
(Technical Skills have been ranked in order of importance to the job)

1.Salary Planning and Administration
2.Salary Structure and Development
3.Job Evaluation Knowledge
4.Benchmarking
5.Program Design
6.Project Management
7.Record Keeping
8.Business Awareness
9.Statistical Analysis

Additional Technical Skills for Individual Contributors
•Business Process Reengineering
•Systems Thinking
•Process Improvement
•HR Process & Systems Implementation
•Labor/Employment Law
•Coaching
•Computer Applications Knowledge

Arun
CAPCON Consultants Pvt. Ltd.