General Summary:
The People Strategy and Organization – Total Rewards role will be responsible for implementing and administrating the service delivery of Qualcomm’s compensation and benefits programs for the assigned geography/region/countries (APAC/INDIA/EMEA/AMERICAS).
This role reports into the Total Rewards Lead in People Strategy and Organization team and works in strong partnership with the Compensation and Benefits Communities of Practice (COE) team. The incumbent should have experience in working with global teams and matrix structure for seamless delivery of total rewards services
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Compensation
Manage end-to-end compensation benchmarking and maintain salary ranges for the assigned geographies, including survey submission, analyzing survey results, and market pricing by role.
Conduct ad-hoc salary analyses and compensation studies to maintain internal and external parity within employees including new hires and internal transfers, and share the findings with the leadership
Support the process of conducting bi-annual employee data audits to ensure that employees are in the correct job codes
Support the execution of Annual review cycle including salary increases, bonuses, and RSU awards
Handle and resolve employee inquiries, and respond to escalated compensation issues within SLA
Assist senior leadership in retaining critical talent by means of retention analysis
Partner with Compensation Community of Practice on the execution of any compensation philosophy and program changes
Support in policy and process execution, and communication
Benefits
Support the administration of employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
Coordinate with benefits vendors and brokers to manage annual enrollments, and changes.
Implement employee wellness programs to promote health and well-being.
Ensure compliance with regulatory requirements and manage reporting and documentation related to benefits.
Responsible for processing and managing employee leave of absence requests, ensuring compliance with company policies and relevant labor laws, and maintaining accurate records of all leave transactions.
Handle and resolve employee inquiries, and respond to escalated benefits issues within SLA
Support in policy and process execution, and communication
Minimum Qualifications:
Preferred Qualifications:
• Bachelor's degree in Business Administration/Management, Human Resources, or related field.
• 5+ years of Compensation, Employer Benefits, Benefits Consulting, or related work experience.
• 5+ years of utilizing Compensation-related systems/tools (e.g., Advanced Excel, Workday, Tech Industry Surveys, etc.).
• 1+ year of utilizing Benefits Benchmarking tools.
• Certifications such as Certified Compensation Professional (CCP).
• 1+ year of experience working in a large matrixed organization.
• 1+ year of experience working in a role requiring interaction with senior leadership (e.g., Director level and above).
• 1+ year of experience working with project financials.
Principal Duties and Responsibilities:
• Leverages knowledge of compensation and benefits principles, processes, and best practices to provide support for programs related to compensation (e.g., base pay, annual incentive plans, etc.) and employee benefits (e.g., health insurance, retirement plans, and wellness initiatives, etc.) with minimal supervision.
• Conducts internal data audits (e.g., business title/legacy title mismatch, resource code audits, ad-hoc compensation and benefits audit processes, job code audits, etc.) and verifies accuracy with minimal supervision.
• Provides support for external vendor related activities (e.g., new vendor implementation, defining requirements and expectations, vendor audits, vendor renewals, vendor benchmarking and market searches, contract negotiations and amendments as well as non-disclosure, onsite vendor personnel, etc.).
• Provides support during the company’s annual review process by assisting with a variety of activities (e.g., modeling program funding; developing and testing program guidelines; reviewing proposed recommendations to guidelines, budgets, and internal consistencies; analyzing and developing pay recommendations for a workforce, etc.).
• Acquires essential knowledge on end-to-end compensation benchmarking processes (e.g., survey submission and analysis, functional review, survey mapping to our job codes, title and/or salary range adjustments, and market pricing by role, etc.).
• Analyzes, interprets, and verifies moderately complex data from ad-hoc compensation and benefits analyses and FLSA studies to maintain internal and external parity within employees (including new hires and internal transfers).
• Works cross-functionally with Talent Acquisition, Legal, Finance, Tax, Internal Audit, and Procurement teams to support the review of existing compensation, benefits, and leave programs and ensure that our programs are market competitive, align with corporate goals, and are compliant with all legislative and regulatory requirements.
Level of Responsibility:
• Works independently with minimal supervision.
• Provides supervision/guidance to other team members.
• Decision-making may affect work beyond immediate work group.
• Requires verbal and written communication skills to convey information. May require basic negotiation, influence, tact, etc.
• Works within the prescribed budgetary objectives of the department.
• Has a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to make key decisions).
• Tasks require multiple steps which can be performed in various orders; some planning, problem-solving, and prioritization must occur to complete the tasks effectively.
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