Compensation Manager - Siemens

July 14, 2015 7:34 AM | Deleted user

Compensation Account Manager

Position Overview:

• Partners with key business leadership (Business Unit Heads/HR Directors) to understand the business needs and drivers, in line with overall Siemens business strategy

• Applies the Siemens US or Global Compensation strategies and designs to the assigned organizations Divisions/Business units in consultation with the Compensation Account Director

• Leads, participates and advises in the development, implementation, administration and communication of compensation plans, programs or policies for the assigned organizations.

• Directs members of the Siemens US Compensation team towards solutions/analysis/results for the assigned organizations. Ensures consistent execution and quality of the efforts of the US Compensation group and own personal developed analysis/recommendations.

• Develops, reviews, and monitors compensation reporting and metrics for assigned organizations. Advises appropriate stakeholders of business and industry trends and recommends and implements action plans accordingly.

Responsibilities:

• Serves as the primary link to HR community for the assigned organizations

• Serves as the local content expert for the assigned organizations:
- Executive Compensation – point person for Executive Review process and approvals, total compensation benchmarking, senior management compensation recommendations, equity plans.
- Sales Compensation – leads sales design, plan development and communications, coordinates as needed with Corporate Compensation
- Incentive Compensation – Identifies business needs, apply templates or identify new templates required, partner with business to apply structure, identify targets, define metrics and gain executive agreement
- Salary Management –Merit budget decisions, timing and communications, reporting, off cycle actions, manage job family application, expert familiarity with all related systems, processes. Will also support any issues related to hourly compensation programs as needed.
- Non-Cash rewards / recognition – Identifies and consults with assigned organizations regarding application of the Siemens Corporate reward/recognition programs

• In addition, this position may manage or participate in several other key initiatives including projects and development of new programs, policies, and best practices.

• Ensures that Compensation programs for the assigned organizations are administered consistent with all applicable programs, policies, procedures and state and federal law.

Required Knowledge/Skills, Education and Experience:

• Bachelor’s degree in Management or Human Resources.
• Minimum of 5 years experience in a Compensation function, preferably within a large, complex and/or matrix organization. Experience with all facets of compensation (Executive, Variable Pay, Sales Incentive, Base Pay, recognition programs) is preferred.
• Capable of working, communicating with multiple levels and functions (Finance, IT, HR, Business management) of an organization regarding complex compensation-related issues.
• Excellent systems aptitude. Experience with PeopleSoft, Excel, Access, REWARD and/or SuccessFactors is beneficial
• Working knowledge of business financial terms
• Excellent analytical, organization and attention to detail skills.
• Limited Travel 10 to 25%

Preferred Skills and Experience:
MBA and/or World of Work certification preferred

Experience with all facets of compensation (Executive, Variable Pay, Sales incentives, Base pay, and recognition programs.)

Specific hands-on knowledge of PeopleSoft, Reward, SuccessFactors

*LI-JAT

General Requirements
Job Family Responsibilities:

Leads the most complex research and analysis on projects in assigned specialty area. Leads communication of the most complex HR services, initiatives, and programs in assigned specialty area. Responds to the most complex inquiries related to HR and Company policies and procedures in assigned specialty area. Designs the ongoing maintenance, development, and implementation of the most complex HR and Company policies, procedures, and other guidelines in assigned specialty area. Leads employee and manager understanding and compliance with the most complex HR policies and guidelines in assigned specialty area.

Education:

BS/BA in related discipline, or advanced degree, where required, or equivalent combination of education and experience.  Certification may be required in some areas.

Knowledge and Experience:

Demonstrates extensive knowledge in field of specialization or multiple disciplines to the successful completion of complex assignments. Successfully serves as point of authority and/or source of technical/scientific knowledge for area of expertise. Demonstrates comprehensive knowledge of organization's business practices and issues faced and contributes to problem resolution of those issues.Typically 10+ years of successful experience in related field and successful demonstration of Key Responsibilities and Knowledge as presented above. Advanced degree MAY be substituted for experience, where applicable.

Direction of Others:

Develops team members through mentoring and coaching in complex subjects.

Key Working Relationships:

Acts as advisor to top management and business partners on advanced technical matters.  Represents the company as the primary external contact.


Offer of employment with Siemens is conditioned upon the successful completion of a background check and drug screen, subject to applicable laws and regulations.

Equal Employment Opportunity Statement
Siemens is an Equal Opportunity and Affirmative Action Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to their race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, marital status, family responsibilities, pregnancy, genetic information, protected veteran or military status, other categories protected by federal, state, or local law, and regardless of whether the qualified applicants are individuals with disabilities.

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Applicants and employees are protected under Federal law from discrimination. Click here to learn more.          

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