Position Description: Activities • Responsible for the development, implementation, administration and maintenance of compensation programs.  Responsibilities include base pay, incentive pay, and performance management. • Participates in compensation surveys and ensures competitive pay practices are maintained. • Recommends corrective or alternative actions to resolve compensation-related issues. • Evaluates programs, keeps abreast of legislation, trends, advances and/or new technology and makes recommendations for changes and improvements. • Works with external vendors and/or HR Operations Team to develop, administer and design new or modify existing Compensatiom programs or systems. Responsibilities “Practice” Areas • Work with the Global Compensation Team on a variety of projects including program design, analysis and modeling, budgeting and implementation of new programs. • Conduct data analysis and reporting for all compensation needs (e.g., job evaluation, job classifications/job matching, external market benchmarking, salary range/pay band development). • Perform deep analysis on effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives. • Analyze custom surveys with key industry contacts, as needed. • Assist with the annual administration of the compensation planning cycle, including data preparation, testing, and auditing and generating reports. • Independently complete tasks which support the planning or development of global or country-specific programs, processes and policies for the Compensation area. • Provide response to questions or concerns raised by HR Partners/other HR team members related to policy, tools, and/or Web content. May suggest improvements or changes to established processes HR Generalists/Managers • Effectively partner with HR and Business client to manage, consult, support the annual compensation review process, and resolve compensation issues. • Understand and support the Global Incentives Program implementation (e.g Short Term Incentive Program) • Understand and support local program implementation in Brazil for the Brazil Profit Sharing Agreements. • Understand and support the Union calculation increases in Brazil. • Understand and support local/country and or regional compensation harmonization initiatives in events of Mergers and Acquisitions (M&A´s). • Provide advice & counsel to the client management on basic/less complex organization and people issues; engages manager or more experienced HR Partner to address more complex or strategic issues. “Operations” Areas • Work with HR Operations team to ensure that the system meets compensation needs and is updated to reflect programmatic changes. Interaction Role will primarily interact with the Global Compensation Team, Human Resources Partners, HR Operations Team, payroll and Legal teams. Although there may be third-party or vendor interaction.  Interactions will usually involve an exchange of information to identify, research or resolve an issue. Problem Solving • Independently resolves issues by proposing a solution based on current policies, processes, and on own knowledge gained from prior experience. • Consult with a manager, a more experienced team member, or other subject matter experts when more complex problems or issues arise. #### Position Requirements: Typical Education & Experience • University degree; may have a Masters degree or other post-graduate education • Prior experience of: Annual Salary Cycle, Bonus, Creating Pay bands, Senior Salary Offers, Implementation of the Brazil Profit Sharing Agreements and Implementation of the Union increases in Brazil. • Advanced experience in Data Analytics • Highly proficient in Excel • Language skills: English and Spanish fluency required. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any federal, state, or local protected class.