Compensation Specialist

**About Chiper**Chiper is the leading B2B e-commerce ecosystem in Latin America, and we are on a mission to democratize e-commerce for one million corner stores and the millions of shoppers who visit them for their household needs. Chiper’s end-to-end cross-category solution guarantees fulfillment, fast and free delivery, and the most competitive prices for thousands of items, including groceries, household staples, baby products, personal care, and many others.Since 2018, at Chiper, we have set out to build the most reliable and trustworthy B2B e-commerce ecosystem for the corner store retail market. With operations in Colombia, Mexico and Brazil, at Chiper we are customer obsessed and mission driven, keeping an eye out for hungry talent who want to join us in building the future of B2B e-commerce in Latin America.**About the Role**In your role of Compensation Specialist, you will lead the design and execution of our compensation, promotion, firing to promote growth to our talents allowing Chiper to take its next growth stage. You will set the tactics on how to make our talent growth strategy a reality, transforming our compensation structures (Jobs and Salaries), implementing our promotion scheme and improving our Offboarding process.You will report directly to People Development Manager, and will be spearheading the design and implementation of the compensation, promotion and firing processes at Chiper. This includes creating and improving on the systems and tools needed to ensure all local teams are adopting and implementing global growth strategies; or working with local teams to ensure they are adapted to local context while still in line with standards defined.Success in this role is to ensure Chiper keeps its promess of growing our people and accelerating people´s career by making sure we compensate, promote, compensate outstanding performance and take action on firing under performers fast.**What You’ll Do**- Responsible for scaling and implementing compensation and promotion strategies to enhance our people growth, including planning, research, production, execution, and reporting- Partner closely with the executive team and key leaders to set compensation and promotions plans across all functions while building and managing an aggressive results-oriented promotion and compensation process (greenlights of growth) to help local teams to grow talent that raises the bar- Ensure excellence in all aspects of the compensation process by building and managing a high-performance process: how we compensate our top performers, how we promote our talent, h ow we identify under performers within the company and take proper action on firing fast.- Measuring and monitoring the entire growth journey of an employee compensation, promotion and firing) to find opportunities for improvement & insights that shed light on how we can continuously elevate our company's culture and the talent growth processes.- Ensure excellence in all aspects of the Offboarding process by building and managing a high-performance process: how we make sure people leave in a proper way, how we make sure we identify main reasons of voluntary leaves, how we identify root causes for leavings, how we create action plans for allowing them to reoccur, how we have less impact on leaves and how we can predict potential leaves that are of high impact and how we can standardize a knowledge transfer process in order to suffer less impact with high-impact leaves..- Ensure excellence in all aspects of the Career Path program by building and managing a high-performance process: how we make sure people have clarity on career paths and next steps, how we make sure they have clarity on what skills should be developed for this next step, how we make sure leaders have people´s career as top priority since day 1, how we can make growth possible through a career path program.- Ensure excellence in all aspects of the Succession Planning program by building and managing a high-performance process: how we make sure leaders are developing successors, how we make sure people have clarity of their succession plans, how we make sure Chiper has less impact on high-impact leaves with a succession planning program.**Required Qualifications**- Proven success in creating growth processes such as Jobs and Salaries, Carrer & Succession Planning and Offboarding.- Have experience with teams throughout multiple offices or a distributed workforce.- Excellent at building strong relationships among the executive team and all team members within a tech/product-driven company.- Results-oriented, setting and achieving aggressive goals that directly increase strategic value while holding all team members to the same high standard that's sustainable as we scale.- The people function as a core aspect of innovation - constantly striving to improve, adjust, and integrate with recruiting and onboarding.- Excellent people manager and coach who develops ta