Compensation & Benefits Analyst

Long Description

Experience-8-10Years

Education-MBA/PGDM in HR/Labour economics,statistics,business administration, Finance

1. Market Benchmarking & Compensation Competitiveness AnalysisLead and coordinate annual compensation surveys to collect and analyze industry and regional market data, evaluate the competitiveness and internal health of the Gestamp's compensation system against strategic benchmarks.Based on market percentile analysis (e.g., 50th / 75th percentiles), deliver regular compensation competitiveness assessment reports, providing data-driven recommendations on pay structure adjustments, job grading strategies, and benefits optimization.Continuously track market trends including merit increase rates, bonus payouts, and in-demand role salaries to ensure the company’s reward strategy remains market-responsive.

2. Annual Merit Increase Execution & AnalyticsLead the end-to-end annual salary review process, including budget modeling and implementation. Apply differentiated increases for high performers and key talents to reward contribution and retention.Conduct comprehensive data analysis throughout the merit cycle, monitoring adjustment magnitude, budget utilization, and coverage ratios across functions and departments; identify anomalies and produce post-review summaries.

3. Job Classification & Gestamp Global Grading SystemMaintain the company’s job grade architecture, based on Management, Professional, and Technical/Operational job families, ensuring clear and precise positioning across both vertical and horizontal dimensions.Lead job evaluation exercises using point-factor or other recognized methodologies, quantitatively assessing roles based on responsibilities, skills, decision-making authority, work intensity, and other dimensions.Conduct broadband salary structure with well-defined pay grades and move away from rigid traditional pay frameworks, enabling salary progression within the same role.Ensure that every employee has a clear and accurate vertical and horizontal classification, providing a standardized foundation for talent development, promotion assessment, and compensation decisions.

4. Ad-hoc HR Reports (Cost Analysis, etc.)Produce regular HR reports (monthly / quarterly / annual) including personnel cost analysis, compensation benchmark summaries, merit and bonus allocation reviews, and workforce productivity analytics to support management decision-making.Generate ad-hoc analytical reports as requested by business leadership or HR management (e.g., business-unit cost analysis, role-specific competitiveness assessments, impact simulations for promotion-driven increases).Leverage Excel, Power BI, and other data visualization tools to present compensation and cost data in clear, impactful, and persuasive formats.