NiM C&B SR Manager

Main Purpose of Job: Direct the functions of the Total Compensation area, coordinating the design and implementation of Total Rewards policies and strategies, through alignment with the market and corporate guidance, ensuring a competitive advantage for the business in attracting, retaining, and motivating Talent (People), while fostering a high - performance culture. Oversees the functions of the Global and Local Mobility area to guarantee the effective application and monitoring of local and global mobility strategies for Talent within the company. Responsible for the people agenda within a specific Business Unit and for the creation and implementation of a people strategy aligned with the business

Key Outputs: 

Design & Implement the local Total Rewards Strategy - Ensure Gap Analysis is done between Corporate and Local Total Rewards Policy - Establishment of action plan based on the gaps identified.  Ensuring that the Local Total Rewards Policy and Strategy is aligned with the Corporate Total Rewards Policy. Ensure local policy covers all eligibility criteria and key processes for Salary Review, Short Term Bonus, Long Term Incentives, and Benefits.  Local Total Rewards Policy is continuously looked at and validated via consumer insight and market data through all employee segments ensuring the optimization and value for employees and the business.  Ensuring Total Rewards Strategy is embedded and applied at NiM Level in the Market.  Coordinate the implementation of C&B practices with a balanced alignment across businesses

Enhancing Total Reward Capabilities in the Market through Functional Leadership in C&B - Assess the C&B function with key stakeholders using the Maturity profile tool, define and execute the action plan. Recognized contribution to the HR strategy and the development of Rewards & Recognition capability across the organization (Direct reports, HR community, LM's). Inspired & motivated team is in place. Contribution to the Global C&B community. Maturity profile dimensions all at Level 5 of Maturity (C&B Maturity Profile Tool)

Define Effective Strategic Communication of Total Rewards - Define and implement an ongoing communication strategy via different employee segments of the Total Rewards journey, and employee  life cycle (on boarding, life events etc), creating a high level of appreciation for the rewards received. Use of appropriate comm. channels such as sites, publications, or direct contact via Line Managers/HRBPs as well as providing necessary training.

Flawless Execution of Annual C&B Processes - Lead the markets implementation of the annual processes (Budget Request, Review of ABS, Reference Salary, STB, LTI) - NiM approach is needed and there must be robust communication with GMBs/RMBs. Ensuring compliance with local labor/tax legislation during these processes.

Pay for Performance - Embedding a Pay for Performance Culture thru Differentiated Rewards - Designing an effective base salary strategy and variable pay schemes (STB, Sales Incentives, Spot Bonus).
Ensure effective Job Analysis and Job evaluation process - Effectively apply the Groups (MaGS) Job Evaluation Methodology - follow the group process for MaGS and governance model. 

International Transfer Management - Ensuring competitive and fair packages for employees transferred within the Market of responsibility. Liaise with RTS and specific stakeholders for package approval. Ensure compliance with local taxation and immigration laws. Management of relocation and transfer process.

Employee Engagement: Establish and maintain effective win – win working relationships with employees and their representatives through an environment that fosters communication and cooperation. Promote and foster a culture and environment that is productive, open, empowering, safe and equitable and coach others to behave and make decisions in line with Nestlé Management and Leadership Principles and Nestlé Corporate Business Principles. 

Contribute to and Execute HR Strategy: Act as People co Pilot to the business unit, mentoring and coaching the business head and his/her team Drive flawless execution of Global, NiM and local HR Initiatives.Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees.

HR Organizational Alignment and Functional Development: Share insight and understanding with CoCs that support the development of new requirements and drive continuous improvement. Partner with the respective CoCs and Local HR Services team to drivedevelopment of the function and ensure the strategic needs of the business are considered as solutions are delivered

Key Experiences: 

University Degree level education or equivalent. 
4 to 7 + years experience in Compensation & Benefits in Nestlé or within another FMCG
1 to 2 years experience as an HRBP (preferable)
Hands-on experience in GLOBE SAP HR & Payroll system.
Experience with KPIs (Creation and use of metrics)
Local employment law & labor regulations
Experience in Employee Cost Management / Budgeting
Advanced Use of Microsoft Excel
Project Management Experience

Other Personal Qualities 

Good listener and impactful Communication skills 
Ability to define a strategy in line with the Business and HR strategy
Ability to build strong professional relationships (credibility)
Ability to provide expertise in Total Rewards to local Market and contribute within the Global C&B Community
Networking skills
Team Leader - ability to work as a part of a multifunctional team and develop a C&B Talent pipeline
Strong Project Management Skills and Experience