Organizational Development and Compensation Manager
hace 2 semanas
Organizational Development and Compensation Manager *ENGLISH ESSENTIAL
We offer:
- *Salary**: From $70,000.00 per month
- *Legal benefits From the first day of hiring, a 3-month contract is given and they have 30 days of bonus, 30% vacation bonus, subsequent indefinite contract.
- *Superior Benefits 1 day for birthdays and 1 annual economic day, Savings Bank After 3 months, performance is evaluated and an indefinite contract is signed, adding the following SGMM personal coverage, Life Insurance, Annual Bonus, Wallet, electronic
- *Hours: Monday to Thursday from 9:00 a.m. to 6:30 p.m. and short Friday from 9:00 a.m. to 3:00 p.m.
**Job Summary**:
- OD
The Organizational Development and Compensation Manager designs organizational development initiatives and Learning & Development programs for employees.
The role provides the expertise and resources and evaluates the results and effectiveness of programs.
The Organizational Development and Compensation Manager designs development programs for global programs to develop leaders and teams with the purpose of increasing performance, emotional intelligence competencies and strengthening our talent bench.
The OD Manager leads Learning & Development initiative programs and the platform dedicated to L&D; purposes and support cultural change and improvement of practices and knowledge sharing.
The OD Manager collaborates with all teams in the organization to foster a culture in which people are committed to empathy, teamwork, change management, and driven to achieve goals and develop their teams.
- Compensation
We are seeking to hire a The Organizational Development and Compensation Manager responsible for designing and maintaining the compensation strategy and structure to attract and retain employees while meeting compliance and budgetary requirements. You will be responsible for developing, implementing, and administering compensation policies and programs in cooperation with the People and HR team. In addition, acting in a consultative capacity, you will provide guidance and advice, primarily to HRBPs, recruiters, and hiring managers, as needed.
Key Responsibilities:
- Design and implement compensation base pay and incentive programs globally.
- Lead the annual sales compensation plan review and future year recommendations.
- Compensation work related to geographical expansion to new countries.
- Conduct market studies and analysis to ensure internal equity, external competitiveness, and alignment with the company's compensation philosophy. Formulate recommendations regarding developing company salary structure, merit budget, etc.
- Participate in compensation design and review projects, including job architecture and salary structures, and other compensation-focused initiatives as they arise.
- Make cohesive recommendations to drive process improvements to advance compensation workflows and program delivery.
- Proactively share relevant information and timely updates for improved organizational performance.
- *Job contributions and key responsabilities**:
- *Design of Methodology and Tools for Needs Assessment**
- Design the methodology and tools necessary to assess employee and Organizational needs to be used in the diagnostic of critical global programs.
- Create manuals and tools that support all OD specialists in the execution of development plans and programs.
- *Learning and Development Projects Design**
- Works collaboratively with program implementation teams to ensure that global design packages are implemented.
- Provides a broad range of innovative designs according to the assessment of needs and assure that all trainings are directly correlated to assessments.
- Identifies/incorporates best practices and lessons learned into program plans.
- Develops learning activities, audio-visual materials, instructor guides and lesson plans.
- Works closely with HRBPs to define the priorities of Talent Development.
- Designs the methodology and tools to promote Company Cultures
- Assists in the design and implementation of a leadership development structure in which mentorship can be favored.
- Designs a series of short courses that generate an outward mindset, and provides a structure for diversity and an understanding of our farmworker employee population.
- *Learning and Development Platform**
- Provides the design and training to HRBPs to make sure that the L&D; platforms are known and used by all employees.
- Design the evaluation method for L&D; programs ensuring that there is a Return on Investment in each L&D; plan.
- Provides resources for the platform to be used, known, and promoted by Managers.
- *Organizational Development Processes**
- Continuously review the processes that need to be followed by HRBPs and OD users including diagnostic, design, implementation, evaluation and follow-up.
- Provides the means and resources to follow the Career Strategy and train HRBPs on the effective use of all organizational tools and resources.
- Strengthe
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