In-house Compensation Consultant - Turkey or UAE work base, market competitive salary & package
HIGH PERFORMANCE LEADER COMMENCED AFTER SUCCESSFUL EMPLOYMENT OFFER
This organisation, with a globally known brand, has a suite of products that continue to grow, both organically and through acquisition. Their workforce is widely varied in their professional expertise, scattered literally around the world, and extremely diverse.
Our business execs are acutely mindful that “one size fits all” comp programs do not encourage or reward the right behaviours. With a multi-generational workforce they are conscious that their comp programs are not necessarily desirable to all demographics. With a multinational workforce and a track record for international postings and secondments, they are mindful that fairness and market competitiveness is critical to keep their workforce mobile. They are cognizant that job gradings and job families do not necessarily reflect or improve upon individual performance and contributions to company success….the list goes on!
As a result, we’re seeking a technically advanced Compensation specialist, who has a flair for educating and guiding business leaders on compensation decisions that will aid this multinational to continue to be an employer of choice for years to come.
This person will need to guide key stakeholders on best utilisation of budgets for annual incentives, LTIP, wellbeing, sign on & retention bonuses….whilst providing counsel on how to channel funds to be as effective as possible and stay competitive in the “war for talent”. This person will also be relied on to provide expert advice on creating consistency in utilising all elements of reward as a tool to improve on cross pollination of ideas, economies of scale, utilisation and transfer of talent.
Ideally this person will have a “total reward” mindset, as our business leaders would like this partner to have input on benefits effectiveness strategies.
This is a high profile role with your focus to rethink, reshape, and share your considered opinions. Why do we do it this way? What should we be exploring to be relevant for the future? What do we need to do beyond gimmicks to be truly relevant to our work-forces, and desirable to target talent? How to get the best value for our employees and our company on a finite budget? Why aren’t we trying “new”? All of this sums up the focus for this role!
You’ll be reporting into an International Director of Total Reward, and liaising on a daily basis with regional and country management teams, compensation consultation peers in other regions, key HR executives, and the operational (shared services) teams who handle day to day compensation administration. Your project management and influencing skills will need to be exceptional as the sole contributor, expert consultant to so many stakeholders!
We have some flex on the work base with a preference for specialists already based from Dubai or Istanbul, although we do have some options for sponsorship and relocation support. We can offer a market competitive package inclusive of exceptional bonus potential, and innovative benefits. Regular and planned travel will be expected across all countries within the designated region to be supported.
This will be a fabulous challenge for the Compensation Manager who wants to apply very different and proactive thinking to Reward methodologies. Or for the Compensation Consultant who has worked repeatedly and successfully across their client accounts, but now wants control over ideas coming to fruition. Reward professionals with significant involvement for workforce planning and culture change management will also be well regarded.
Experience in working across multiple countries will be ideal, and a first-hand understanding of complex, matrix organisations will be essential. This person should have a track record of partnering successfully with teams outside of their direct control. An advanced commercial acumen will be key (and will be tested - we expect this person to be able to provide P&L impact evidence measuring the success of their reward change initiatives).
Advanced written and verbal English will be essential; and this person will need to present credibly with gravitas to executive level stakeholders of multi-nationalities.
HIGH PERFORMANCE LEADER COMMENCED AFTER SUCCESSFUL EMPLOYMENT OFFER
Many job boards “scrape” websites to find old and completed job ads, and re-post them without permission as “new” ads to increase job seeker and potential advertiser appeal for their own site. If you have been directed here as a result of a job board posting false ads – this role has already been hired for!