Core Activities:
Consults on pay decisions, policy and guideline interpretation, career ladder, and job evaluation, including the design of creative solutions to specific compensation-related programs.
Administers direct compensation (exempt and nonexempt cash compensation programs) for staff, recording and reporting of compensation-related actions.
Analyzes, and helps design the organization's compensation program.
Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance to corporate staff.
Develops techniques for compiling, preparing and presenting data on compensation matters to management.
Participates and conducts salary surveys to ensure corporate compensation objectives are achieved.
Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance.
Assist Managers to create new job description and ascribe Licensure and Education requirements appropriately.
Creates and updates pay ranges and conduct salary surveys to determine market competitiveness.
May lead and/or support compensation audits, costing, and other compensation or HR related projects.
BUSINESS ACUMEN:
Strategic Thinking & Business Focus:
Demonstrates understanding of the strategies within HR in his/her work area.
Assists with implementing policies and practices following leadership/management interpretation of strategies for HR within his/her work area.
Uses knowledge and expertise to make an impact in technical areas.
Keeps up-to-date with leading edge business trends and information through journals, conferences, courses, and informal means.
Shares knowledge with stakeholders and colleagues.
Applies expertise in ways that support the Business strategy and differentiate SHC from competition in the marketplace.
Uses expertise to support the development of new strategies and offerings.
Consulting:
Builds relationships with key stakeholders and customizes communication solutions according to stakeholder assessment.
Facilitates unhindered implementation of initiatives outside of his/her span of control.
Regularly tracks projects/initiatives, anticipates obstacles and attempts to overcome them.
Gathers and analyzes the data related to impact of solutions and is able to create a high level impact analysis for management decision making.
INTERPERSONAL & LEADERSHIP:
Collaboration:
Responds and relates well to people in all positions, inside and outside his/her group or field of expertise.
Quickly finds common ground, and tries to solve problems for all parties involved.
Values experience, and likes to learn from those who have been there before.
Encourages collaboration and easily gains the trust and support of others.
Attends and actively participates at meetings
Relationship Management:
Builds productive working relationships that focus on mutual achievement of defined goals.
Establishes a collaborative relationship with management/leadership stakeholders.
Establishes expectations and operating guidelines to manage relationships.
Adapts interaction to suit stakeholder preferences.
Seeks feedback and performs actions to improve relationships.
Respects boundaries within professional relationships.
Establishes good rapport with others.
Makes and sustains informal contacts with others in addition to contacts required for projects.
Negotiation:
Acts as a skilled negotiator in difficult situations and settles differences with minimal noise.
Displays diplomacy and a direct and forceful manner.
Actively understands others' motivations and utilizes knowledge to negotiate effectively.
Gains trust quickly of others to support negotiations.
Leadership:
Motivates and leads others towards the achievement of goals and business objectives.
Handles any pressure and overcomes obstacles without passing the impact onto subordinates.
Communicates the significance of guiding, supporting, and motivating team members through good and bad times.
Identifies obstacles and presents solutions for the benefit of SHC HR.
Identifies gaps, opportunities, and strengths of employees and provides pragmatic solutions to achieve their objectives.
DIGITAL HR FLUENCY:
Insights Driven Analysis:
Understands how relevant performance metrics, external benchmarks, and SHC data may be used to support decisions taken by their team.
Most decisions made by employee can be researched, analyzed, and proven with testable hypothesis.
Proactively seeks to improve data quality and usage.
Knows how to apply data analytics to guide decisions made in the execution of their role.
Regularly has conversations with others in SHC HR about data analytics to help drive an organizational culture that regularly uses data analysis to guide decisions.
HR TECHNICAL EXPERTISE:
Rewards Management:
Administers and reviews employee compensation programs in line with SHC’s reward philosophy.
Resolves moderately complex employee issues related to compensation.
Ensures compensation programs are consistent with company policy and compliant with local country laws.
Gathers market intelligence data to support compensation benchmarking.
Maintains understanding of regulatory guidelines relevant to compensation.
Adheres to business process methodology, ensure process meets the needs of the business and identifies process improvement opportunities.
The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.