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Compensations And Organizational Structure Manager

Closing: Jan 26, 2023

This position has expired

Published: Jan 23, 2023 (8 days ago)

Job Requirements

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Job Summary

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What you’ll need to succeed
  • 7+ years of experience, at least 2 in a fully remote environment (managing a globally distributed workforce)
  • Strong experience in Total Rewards (especially compensation architecture)
  • Holistic Performance Management experience
  • Experience with career journey development, succession planning & KSA mapping
  • An autonomous and self-starting work approach
  • Ability to come up with well-researched proposals and back them up
  • Motivation to learn as you go, eagerness to figure things out & capacity to be creative
  • Passion for the future of work and ambition to be at the forefront of it
  • A kind and open-minded attitude
  • Organized and detail-oriented approach


Responsibilities
What you’ll need to succeed
  • 7+ years of experience, at least 2 in a fully remote environment (managing a globally distributed workforce)
  • Strong experience in Total Rewards (especially compensation architecture)
  • Holistic Performance Management experience
  • Experience with career journey development, succession planning & KSA mapping
  • An autonomous and self-starting work approach
  • Ability to come up with well-researched proposals and back them up
  • Motivation to learn as you go, eagerness to figure things out & capacity to be creative
  • Passion for the future of work and ambition to be at the forefront of it
  • A kind and open-minded attitude
  • Organized and detail-oriented approach


  • Design and run our compensations architecture, including methodology, pay algorithm, paygrades structure, and market benchmarking
  • Improve and build upon our existing Compensation philosophy & methodology, by bringing a level of expertise along with new ideas
  • Design the paygrade structure and develop & run an internal equity model
  • Own the process around compensation reviews
  • Redefine the Semi-Annual Review process (questions, structure, frequency etc.) and add OKRs as a results axis in the performance matrix
  • Define processes for performance management post-Semi-Annual Review (normal distribution, 4 or 9 square matrix etc.)
  • Connect semi-annual reviews to career progression (journeys) and compensation reviews
  • Design career tracks/plans together with each department
  • Collaborate with the Learning & Development team to define actionable KSAs (Knowledge, Skills, Abilities) and a consistent career journey map across the board
  • Be involved in the performance cycles, guiding the People team and managers to ensure everything works according to our philosophy and process


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