TMEIC
Compensation Program Manager
Develop and manage the Company's global compensation and benefits programs - Manage, measure, and recommend methods to continuously improve programs, processes, and policies for global compensation and benefits to support the organization's strategic goals, objectives, and values and promote competitive advantage - Monitor, research, analyze, and evaluate market and industry trends, legislative and cultural environments, and recommend enhancements and additions to the Company's compensation and benefit programs - Develop, manage, and update job architecture and compensation structures via market-based sources, ensuring market and internal equity and compensation philosophy integrity - Manage the Company's compensation adjustment system - Manage local/regional compensation issues such as auxiliary pay practices, any pay disclosure & transparency requirement, as well as adhering to local regulations - Manage the Company's employee benefit programs, in collaboration with other HR team members and vendors - Counsel and coach by providing compensation advice and recommendations to managers to ensure compensation is aligned with the organization's established compensation philosophy - Educate users to effectively use the Company's compensation and benefits systems, processes, and practices in compliance with the Company's philosophy, as needed - Provide input to HRIS system implementation projects, upgrades, and integrations - Provide sound advice, recommendations, and service on the human, organizational, and cultural implications of business decisions and issues, based on a thorough understanding of needs, current data, corporate philosophy, and human resource trends and best practices - Provide timely reports to management on compensation, benefits, and related employment data, including, but not limited to, research, compilation, analysis, evaluation, and recommendations - Perform HR-related payroll activities, as requested - Identify, recommend, develop, implement, and update methods to communicate the Company brand to all employees
Develop and manage the Company's global compensation and benefits programs - Manage, measure, and recommend methods to continuously improve programs, processes, and policies for global compensation and benefits to support the organization's strategic goals, objectives, and values and promote competitive advantage - Monitor, research, analyze, and evaluate market and industry trends, legislative and cultural environments, and recommend enhancements and additions to the Company's compensation and benefit programs - Develop, manage, and update job architecture and compensation structures via market-based sources, ensuring market and internal equity and compensation philosophy integrity - Manage the Company's compensation adjustment system - Manage local/regional compensation issues such as auxiliary pay practices, any pay disclosure & transparency requirement, as well as adhering to local regulations - Manage the Company's employee benefit programs, in collaboration with other HR team members and vendors - Counsel and coach by providing compensation advice and recommendations to managers to ensure compensation is aligned with the organization's established compensation philosophy - Educate users to effectively use the Company's compensation and benefits systems, processes, and practices in compliance with the Company's philosophy, as needed - Provide input to HRIS system implementation projects, upgrades, and integrations - Provide sound advice, recommendations, and service on the human, organizational, and cultural implications of business decisions and issues, based on a thorough understanding of needs, current data, corporate philosophy, and human resource trends and best practices - Provide timely reports to management on compensation, benefits, and related employment data, including, but not limited to, research, compilation, analysis, evaluation, and recommendations - Perform HR-related payroll activities, as requested - Identify, recommend, develop, implement, and update methods to communicate the Company brand to all employees