We are seeking for a Senior Total Rewards Specialist for Ford Sales and Service Company (FMSSC). This role will deeply analyze market trends, internal data, and business needs, participating in the formulation, refinement, and implementation of competitive and comprehensive compensation policies. The goal is to effectively attract, motivate, and retain top talent in the automotive sales industry, thereby strategically supporting the company's business objectives and long-term development.
Responsibilities
Compensation Structure and Policy Design:
•Market Research and Benchmark Analysis: Continuously conduct industry compensation and benefits market research and benchmark analysis to identify trends and best practices, providing data support and strategic recommendations for the company's overall compensation policy formulation.
•Compensation System Development: Participate in the design, evaluation, and optimization of the company's base salary system, job grade salary ranges, annual salary adjustment mechanisms, new employee salary setting, and promotion-based salary adjustment policies, ensuring internal equity and external competitiveness.
•Policy Formulation and Revision: Assist in formulating and revising various compensation management policies and processes, ensuring their clarity, operability, and effectiveness.
Sales Incentive and Performance-based Award Program Design:
•Sales Incentive Strategy: Design and evaluate bonus and other incentive policies for FMSSC, ensuring they effectively drive sales performance and are highly aligned with the company's strategy.
•Performance-based Rewards: Design and optimize various performance-based reward programs, ensuring they are closely integrated with the company's performance management system and effectively incentivize high-performance behaviors.
•Program Communication and Promotion: Assist in developing communication strategies and materials for reward programs, ensuring employee understanding and acceptance of incentive mechanisms.
Benefits Strategy and Policy Management:
•Benefits Strategy Formulation and Evaluation: Plan employee benefits strategy, evaluating the effectiveness, cost-efficiency, and market competitiveness of existing benefits policies.
•Introduction of New Benefits Programs: Assist in evaluating, selecting, and introducing new types of benefits programs that meet employee needs and company strategy, and formulate corresponding implementation policies, management guidelines, and vendor management processes.
•Benefits Cost and Experience Optimization: Continuously monitor the utilization and cost of benefits programs, proposing optimization suggestions to enhance employee benefits experience while controlling costs.
Annual Compensation Planning and Project Management:
•Annual Planning and Budgeting: Responsible for collecting, integrating, and deeply analyzing comprehensive compensation and benefits data, generating reports with strategic insights, leading the preparation of the annual compensation budget, annual salary adjustment plans, various bonus distribution plans, and the formulation and implementation of other compensation and benefits policies, and providing relevant decision-making recommendations.
•Data-Driven Decision Making: Utilize professional tools and methods to conduct in-depth analysis of comprehensive compensation and benefits data, providing insightful reports to support decision-makers in formulating more effective policies.
•Project Management: Participate in and support various special projects related to total compensation, including but not limited to compensation system reform, benefits vendor strategy evaluation, incentive policy formulation and implementation, HRIS compensation module optimization, etc., ensuring projects are completed on time and with high quality.
Compensation & Benefits Compliance and Governance:
•Cost Control and Financial Governance: Assist in establishing and maintaining compensation and benefits cost budget models, monitoring discrepancies between actual expenditures and budget, ensuring the implementation of policies aligns with cost control objectives and the financial requirements of service models.
•Regulatory Policy Monitoring: Closely monitor changes in national and local labor laws and regulations, tax laws, and industry policies, and timely assess their impact on the company's total compensation policy.
•Policy Compliance Review: Regularly review the compliance of existing compensation and benefits policies, ensuring all practices meet legal and regulatory requirements and effectively mitigate potential legal and operational risks.
