Your contributions

• Evaluate, benchmark, and market price jobs. Analyze compensation data and recommend salary grades. Assist in the design and implementation of base pay structures, incentive programs, and equity plans that reflect PSI’s compensation philosophy. Review and sometimes approve proposed salary offers and provide feedback based on analysis of the labor market and internal equity. Participate in market surveys. 30% of Time
• Lead or support data analysis initiatives related to compensation, benefits, recruitment, onboarding, diversity, equity and inclusion, employee engagement, turnover and career mobility. Design and implement data collection plans. Manage relationships with third-party vendors assisting with data collection and analysis. Create and produce dashboards, reports and other deliverables that help the HR team, management and senior leadership analyze workforce metrics and make more informed talent decisions. 30% of Time
• Design, implement and enhance systems used to administer programs and processes related to performance management, rewards and recognition, compensation and compliance (e.g., FLSA, annual performance reviews, compensation analyses, in-line promotion and salary adjustment requests, conflict of interest reporting). 15% of Time
• Support the design, implementation and regular maintenance of PSI’s salary structure and job architecture. Participate in, and as necessary, facilitate the completion of market salary surveys by PSI network members. Ensure the essential functions and minimum qualifications are documented and accessible to staff for every job at PSI and ensure all employees understand where their job falls within the job architecture. 10% of Time
• Assist in designing, implementing, and maintain a global total rewards program for the PSI Network, including pay setting philosophy and principles, market positioning, special measures, merit cycle, incentive compensation cycle, etc. Support with communication activities, including compiling and maintaining compensation data, enhancing HR online communication sites, coordinating and facilitating employee training and information sessions, 10% of Time
• Assist with internal studies and market analyses on a variety of compensation-related subjects including job evaluation and pricing, base pay and incentive pay practices, executive compensation, and employee performance review systems. Support the development of recommendations to modify or implement new programs, policies, and procedures. 5% of Time

Time percentages listed above are not exact. They are estimates and may change.

What are we looking for?

• Bachelor’s/University Degree (or international equivalent) in a related field.
• At least 5 years of related experience. Equivalent combination of relevant education and experience may be substituted.
• In-depth knowledge of multiple human resource disciplines including, but not limited to employee engagement, compensation, compliance, and performance management, alongside a strong understanding and/or background of Finance or Cost &Pricing principles.
• Excellent analytical and graphic design skills. Able to synthesize large amounts of data and visualize insights in a way that non-HR professionals can quickly understand and use to action plan.
• Excellent customer service, relationship building/management and consensus building skills.
• Excellent written and verbal communication skills.
• Advanced expertise in MS Office Suite (Word, Excel, PowerPoint).
• Proficient in HRIS and Power BI or other data visualization software.
• Registered with the Institute of Human Resources.
• Benefits/Compensation accreditation preferred (APMG International, CCBM, IHRM or equivalent).