Closing: Jan 26, 2023
This position has expiredPublished: Jan 23, 2023 (8 days ago)
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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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