Global Senior Manager, Talent Management and Total Rewards (Compensation and Benefits)

Purpose

The Global Senior Manager, Talent Management and Total Rewards will be part of the Global People Capability and Culture (GPCC) team. Working closely with the Global Director, People Capability and Culture (GDPCC), the role will drive and execute the global talent management strategy based on WfWI core values and strategic direction; being responsible for the development and implementation of programs, processes, and projects on talent management and development, employer branding, and employee engagement and retention.

The role will as well lead the formulation and delivery of WfWI Total Rewards strategy and objectives, and shape how Total Rewards responds to and delivers; in building the workforce of now and the future for WfWI.

WfWI offers you an opportunity to build a career as unique as you are, on a global scale, and supports an inclusive culture. And we’re counting on your unique voice and perspective to help WfWI to become even better, too. Join us and build an exceptional experience for yourself, and a better working world for all.

Engagement

Talent Management

• Design structures that enable managers to identify, grow, and manage their teams easily at scale through employee-focused experiences. These should help define and evolve what it means to be WfWI employer of choice at each stage of the employee experience.
• Working with the GDPCC, you will help to develop and execute our people strategy and solutions, including the programs, measures, and tools that help WfWI employees achieve their goals. You will lead as well as support the development and implementation of strategies for performance management, leadership development, learning, reward, recognition, reporting processes, and other initiatives.
• Build strong connections with the PCC teams to facilitate discussions around career employee onboarding, development, mobility, promotion, and mentoring of staff
• Develop employee engagement and retention initiatives; supervise employee surveys administration, reporting, and support action planning
• Promoting talent movement by designing opportunities for all WfWI employees to own their career journey.
• Leading talent evaluation byenabling leaders to evaluate and coach employees to meet and exceed the high-performance bar.

Total Rewards

As part of the Global PCC team, you will work with our wider PCC team and other leaders to bring together components that contribute to the total value of working at WfWI. It includes a wealth of opportunities, benefits, programs, and policies that drive our people to achieve success in all elements of their lives and to recognize the value they bring to WfWI mission. Act as a thought leader to the PCC team on global compensation and benefits trends, regulations, and cutting-edge practices.

• Partner with colleagues in People Capability and Culture as an internal Compensation and Benefits consultant to drive a global Total Rewards approach and PCC to guide leaders to make quality total rewards decisions locally and globally, that drive consistency and alignment based on the Global Compensation policy in how staff is rewarded.
• Working with other PCC members, manage market benchmarking and analysis of salaries and benefits and reward strategies on competitiveness and practices against market data and best practices.
• Provide advisory to PCC and other stakeholders to better understand market trends, job mapping to external market and making sense of salary survey data.
• Work with the GDPCC to drive salary reviews involving in-depth analysis and cost modelling for proposals to leadership and key stakeholders.
• Work with PCC team to support the benefits review involving market analysis, plan design, cost modelling, and implementation.

Delivery

Talent Management

• .Lead and implement a global strategic talent management strategy including leadership development, succession planning and talent programs inclusive of process design and implementation and establish systems to evaluate the effectiveness of the programs.
• Design and implement defined leadership and employee learning and development programs
• Ensure organizational capability and development through strategic talent management, including talent identification and succession planning and management
• Deliver talent advancement options-making career advancement and development clear, simple, and equitable.

Total Rewards

• As a hands-on subject matter expert, you will be responsible to provide thought leadership, technical expertise and capability in the design, development and coordination of Compensation and Benefits programs, global standards, processes and initiatives.
• You will enable the organization to reliably deploy Total Rewards systems across board, that are replicable and with a spirit of continuous improvement for quality delivery and consumption
• Drive a strategy and plan to ensure pay equity across all demographics, including build-out of dashboards to provide visibility on progress
• Use data and analytics to inform decisions and ensure all our processes drive fair and equitable outcomes on compensation and benefits
• Engage in job evaluation, design and build pay structures for new roles and career frameworks and review existing structures for relevance.
• Provide input on the annual PCC budget on Comp and Ben budget proposals.
• Ensure reward programs are in compliance with statutory requirements and internal controls
• Participate in reward-related projects and initiatives driven by country offices, supporter country offices and GSC.

All our staff are required to adhere to WfWI’s Code of Conduct and Safeguarding policies and to our organizational values: Empowerment, Integrity, Respect, and Resilience.

Skills and Qualifications:

Required

• Holds at least a Master’s degree or its equivalent in Human Resources Management, Organizational Development, Business Administration or a related discipline. Additional professional qualification/certification in Human Resources Management, Rewards and Compensation management or in Talent management will be an added advantage
• Strong generalist Human Resources experience and in-depth understanding of Human Resources processes and policies with fully operational in-depth experience in Compensation and benefits including Total Rewards, Talent Management & Change Management, Policies design, Learning & Development and Human Resources Information system.
• Have a minimum of nine (9) years of relevant experience as a Human Resources Professional (specialist or generalist) including the following specific areas: Talent Management, Compensation and Benefits, Policy and Programs, Human Resources Business Partnerships or in any other related areas in a global function with responsibilities working across multiple countries.
• Problem-solving skills; be well organized, and have advanced ability to plan, prioritize and deliver in a pressured work environment: ability to make things happen.
• Ability to speak with confidence and conviction, build and present a rational case to win support for ideas.
• Ability to develop effective relationships inside and outside the institution, promote collaboration.
• Ability to work in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity and the ability to build trust and provide consultancy to different stakeholders.
• Proven capacity to innovate and promote change initiatives in Human Resources Management policies.
• Expertise, knowledge and an understanding of principles, practices, and procedures relating to talent management and compensation and benefits management
• Sound analytical skills – ability to build and analyze Human Resources data accurately including Human Resources approved key performances indicators.
• Ability to work in a client-centric, business partnering environment.
• Comprehensive applied knowledge of the fundamentals of employment relationships, legislation and organizational development.
• Ability to exercise sound judgment and creativity in identifying options and risks in order to make the right decisions around issues that have the potential to have a significantly adverse effect on the organization both in financial and employee relations terms of trust.
• Competence in the use of standard Microsoft Office Suite applications and HR systems
• Strong sense of ethics and confidentiality

Travel:

The role will require some level of travel as the job demands