QUALIFICATIONS
- 4 year university degree, preferably in business or STEM
- 3+ years relevant experience, including experience building analytical models (compensation and/or Human Resources experience preferred)
- Advanced knowledge of Excel and Word, with working knowledge of PowerPoint and Access
- Stellar analytic and problem solving skills
- Excellent communication and interpersonal skills
- Strong organizational skills and attention to detail, coupled with ability to see big-picture trends
- Ability to work collaboratively and proactively contribute new ideas
- Thrives under pressure; high maturity level
- Exemplary judgment, discretion and professionalism; ability to handle confidential material discretely
- Strong work ethic and comfort operating in a results-oriented culture
WHO YOU'LL WORK WITH
You will support Senior Firm Functions Compensation Operations, serving as an integral member of the team overseeing compensation for our most senior pre-partner internal roles. As part of the Global Compensation Function (GCF), you will shape the global compensation philosophy, strategy, design, and delivery for the firm. You will work in one of our international locations and partner closely with other centers of excellence and regional teams around the world. You will work most directly with others on the Senior Firm Functions Compensation team, in compensation operations, strategy and range design, along with compensation offers.
WHAT YOU'LL DO
In your role, you will have the opportunity to help determine compensation levels and sustain compensation processes for a key population at McKinsey.
You will support a range of initiatives defining compensation for Senior Firm Functions professionals. Together with those who are driving compensation strategy, you will assist in assigning a compensation range for each role, defining merit increase levels by market, and developing select compensation structures.
In partnership with those who are creating compensation offers, you will contribute to setting compensation for each external hire and determining the compensation level for each internal role transition. You will manage the compensation impacts of the mid-year and year-end advancement process. You will carry out reviews assessing the need for pay equity and role scope individual compensation adjustments.
You will also carry out ad-hoc analyses and maintain compensation range files, the memo of understanding (MOU) and recruiting trackers, and mobility case logs. Finally, you will answer colleagues’ questions and provide education, guidance, and context on our approach to implementing compensation for this population.
