Lead, Total Rewards & People Analytics  

Responsible for designing and delivering a holistic, data-driven rewards strategy, plans and programs that attracts, motivates, and retains the right talent while aligning with business goals and financial parameters. The role ensures that reward programs are competitive, equitable, and tailored to employee needs—while driving organizational performance and employee engagement.

• Co-create and align the organization’s total rewards strategy, policies and practices to organization / business needs.
• Review and use as reference total rewards policy and strategy to design and deploy fit for purpose salary structure, position grade structures, and targeted compensation programs that will incentivize workforce to drive desired behaviors.
• Provide consultative support and deliberate decisions with senior stakeholders for cases were the compensation management practices deviate from policies and processes.
• Conceptualize and recommend changes, in collaboration with multiple stakeholders, to the total rewards strategy and structure to top management based on collected data, insights and relevant market practice.
• Recommend and implement future-ready HR policies and strategies, referencing local and global HR trends and best practices in the field of rewards, compensation and benefits management, taking into consideration of industry context and economic outlook to meet business needs and position Concepcion as a Great Place to Work and an Employer of Choice.
• Create high impact, consistent and accurate total rewards messaging using appropriate tools to drive high employee engagement, aligned with the organization-wide communications strategy.
• Support senior leaders to define employee rewards-related concerns, identify root causes and co-created business solutions by understanding organizational and individual challenges.
• Define the people analytics requirements based on an understanding of the competitive environment in which the business operates.
• Conceptualize new data models and look across a series of data to derive business insights to determine implications of business needs and activities on HR practices.
• Perform trend analysis by understanding the competitive environment in which the business operates, as well as market sensing by obtaining and maintaining knowledge of competitive total rewards practices within relevant labor markets such as industry, local, and professional competitors.
• Recommend HR strategies, plans and programs because of workforce implications of business strategy and ensure that workforce requirements are delivered and both business and employees interests are maintained.
• Assess the extent of in-house people analytics capability and engage with external providers of benchmarking analytics services to supplement identified gaps.
• Identify sources and direct data gathering of people metrics and data including HCM systems, employee pulse surveys, exit-interviews, labor statistics, competitor practices and other potential sources.
• Review employee data handling practices and processes in collaboration with legal, compliance and DPO to ensure compliance with the Data Privacy Act and ethical guidelines to ensure the privacy of confidential employee data.
• Ensure that proper due diligence and standard operating protocols are in place when collecting and processing data for its intended purpose while maintaining the confidentiality of personal information.
• Provide advice and counsel business leaders and line managers on labor policies, employment laws and legislation, and its applications to total rewards strategies, programs and practices.
• Perform periodic review of HR policies and processes impacting workplace legislation to ensure controls are in place and sure full compliance.

1. At least 5-10 related work experience in the field of human resources management, specifically around compensation and benefits management and people analytics.
2. Hands-on experience in developing and implementing employee rewards strategy, including ESOP (Employee Stock Option Plan), will be a definite advantage.
3. Familiar with continuous improvement tools and methodologies will be a definite advantage, i.e. Scrum, Design Thinking, Agile Methodology, etc.