HR Total Rewards, Workforce Planning

SGS is the world's leading company in inspection, verification, and certification. Recognized as the global benchmark for quality and integrity, we have more than 93,000 employees and a network of over 2,600 offices and laboratories worldwide. Our mission is to add value to society by building a better, safer, and more interconnected world.

1. Total Rewards Strategy & Execution

• Design and manage compensation strategies that ensure external competitiveness and internal equity.
• Lead the Annual Salary Review process, including merit increases and structural salary updates.
• Coordinate and execute the Annual Incentive Plan (AIP), ensuring clear linkage between performance outcomes and rewards; as well as the Long Term Incentive (LTI) programs.
• Manage market benchmarking using Willis Towers Watson (WTW) surveys and other market data to maintain competitive positioning.
• Oversee local application of global grading systems and validate salary ranges per grade, aligned with corporate standards and regional frameworks.

2. Job Description Governance

• Maintain and update all job descriptions in alignment with global standards, grading methodology, and evolving business needs.
• Partner with managers and HRBPs to ensure roles are clearly defined, accurately documented, and aligned with organizational structures.
• Support the integration of job descriptions into compensation, performance management, and recruitment processes.

3. Cost Modeling for Tenders & Bids

• Collaborate with Commercial, Finance, and Operations teams to model workforce costs in support of proposals and bids.
• Develop dynamic cost models that ensure labor cost projections are competitive yet realistic for long-term contract sustainability.
• Provide insights on pricing strategies tied to talent costs to help win strategic tenders without compromising profitability or delivery capability.

4. Workforce Planning & Strategic Headcount Forecasting

• Build and maintain workforce planning models to forecast talent supply and demand based on business growth, productivity, turnover, and cost targets.
• Partner with Finance and Business leaders during budget cycles to define headcount strategies and optimize talent allocation.
• Perform scenario planning for organizational changes, efficiency projects, and potential geographic shifts.

5. Workforce Cost Optimization

• Monitor labor costs and drive initiatives to optimize workforce spend while preserving critical capabilities.
• Lead analysis of internal vs. external workforce mix, location strategy, and organizational design efficiency.
• Design and track cost-saving initiatives related to compensation levers, job structures, and talent deployment.

6. Governance, Analytics & Reporting

• Ensure accuracy and governance of all compensation and workforce planning data.
• Develop executive dashboards and models for decision-making on labor cost, compensation, headcount, and productivity.
• Lead internal audits and ensure compliance with local labor legislation, global policy, and data privacy standards.

7. Regional & Global Collaboration

• Actively engage with the Latam CoP for Total Rewards & Workforce Planning to align local execution with global guidelines and share best practices.
• Provide local input for global compensation program design and enhancements.
• Support global HR system implementations and standardization efforts across Total Rewards processes.

• Bachelor's Degree in Engineering, Finance, Economics, or related field (MBA or Master's degree preferred).
• Minimum 5 years of experience in Compensation, Workforce Planning, FP&A, or related HR Strategy roles, ideally in a multinational environment.
• Advanced English
• Advanced Power Bi
• Strong knowledge of Mexican labor laws, benefits, and compensation practices; understanding of regional trends in LatAm is a plus.
• Experience managing WTW survey participation, salary benchmarking, and job evaluation methodologies.

• Willing to work trips
• Hybrid work model