Manager, Compensation

**Company**: Qualcomm Intl Inc., Mexico Branch Office **Job Area**: Human Resources Group, Human Resources Group > Compensation **General Summary**: Manages and leads the company’s performance review process, base pay, annual incentive plans, equity plans, and other related compensation programs. Partners with members of the Compensation team, HR partners, and functional leaders to complete work and drive solutions that are aligned with the company vision. Leverages knowledge of principles, best practices, and applicable laws and regulations to enhance our culture by creating an open, fair, and transparent work environment that makes a positive impact on the employees and the company. This is an office based position located in Mexico City. Please provide your resume in English **Minimum Qualifications**: - Bachelor's degree and 7+ years of Compensation, Human Resources, Finance, or related work experience. OR Associate's degree and 9+ years of Compensation, Human Resources, Finance, or related work experience. OR High School Diploma or equivalent and 11+ years of Compensation, Human Resources, Finance, or related work experience. **Preferred Qualifications**: - Bachelor's degree in Accounting, Business, Data Analytics, Economics, Finance, Human Resources, Mathematics, or related field. - Certified Compensation Professional (CCP) - 8+ years of Compensation work experience. - 5+ years of utilizing Compensation-related systems/tools (e.g., Advanced Excel, Workday, Tech Industry Surveys, etc.). - 3+ years of work experience in a role requiring interaction with senior leadership (e.g., Sr. Director level and above). - 3+ years of experience working in a large matrixed organization. - 1+ year in a leadership role with direct reports. **Principal Duties and Responsibilities**: - Leverages advanced knowledge of compensation principles, processes, and best practices to manage, lead, and drive compensation programs (e.g., base pay, annual incentive plans, equity plans, etc.) that aid in talent attraction and retention. - Reviews and ensures compensation proposals, including title and/or salary adjustments for conformance with established policies and procedures. - Analyzes existing compensation programs and policies and recommends solutions that are market competitive, cost effective, aligned with corporate goals, and in compliance with applicable legislative and regulatory requirements and laws. - Delegates tasks and supervises team members and/or projects by discussing current and future state of deliverables based on key compensation metrics. - Collaborates with team members, HR Partners, functional leaders, and external consultants to complete works and drive solutions for compensation-related challenges based on the understanding of business needs, market landscape, and associated detailed analysis/models. - Leverages cross-functional relationships with Legal, Finance, Tax, and/or Internal Audit teams to ensure compensation programs are accurately reported and compliant with all applicable laws and regulations. - Plays a key role and provides guidance to team members during the company’s annual review process by working on a variety of activities (e.g., modeling program funding; developing and testing program guidelines; reviewing proposed recommendations to guidelines, budgets, and internal consistencies; analyzing and developing pay recommendations for a workforce, etc.). - Collaborates with leadership on the strategic direction for compensation programs. - Identifies trends from internal and external compensation data/information to make decisions and recommendations regarding compensation-related topics, projects, and programs including the annual market benchmarking process. - Writes and organizes technical documentation for compensation-related decisions, projects, and/or processes; reviews and provides guidance for documentation of team members. **Level of Responsibility**: - Works independently with little supervision. - Provides supervision to direct reports. - Decisions are more significant in their impact, influencing overall program or project success, finances, and/or the ability to meet objectives. Errors are not readily apparent due to the complexity of work process/product or time between decisions and results. Errors typically result in significant expenditure of time, resources, and funds to correct. - Requires verbal and written communication skills to convey complex and/or detailed information to multiple individuals/audiences with differing knowledge levels. Role may require strong negotiation and influence, communication to large groups or high-level constituents. - Has a great degree of influence over key organizational decisions (e.g., is making or directly making key decisions that will have substantial impact over the organization). - Most tasks do not have defined steps; simultaneous use of multiple mental abilities is generally required to determine the best approach; mi