岗位职责：
1. 薪酬结构与政策设计：
· 市场研究与基准分析： 持续进行行业薪酬福利市场调研与标杆分析，识别趋势和最佳实践，为公司整体薪酬政策的制定提供数据支持和策略建议。
· 薪酬体系构建： 参与设计、评估和优化公司的基本工资体系、职位等级薪酬范围、年度调薪机制、新员工定薪及晋升调薪等政策，确保其内部公平性和外部竞争力。
· 政策制定与修订： 协助制定和修订各项薪酬管理政策和流程，并确保政策的清晰性、可操作性和有效性。
2. 销售激励与绩效奖励方案设计：
· 销售激励策略： 设计和评估销售团队的奖金和其他激励政策，确保其能有效驱动销售业绩达成，并与公司销售战略高度一致。
· 绩效挂钩奖励： 设计和优化各类基于绩效的奖励方案，确保其与公司绩效管理体系紧密结合，并能有效激励高绩效行为。
· 方案沟通与宣导： 协助制定奖励方案的沟通策略与材料，确保员工对激励机制的理解和认同。
3. 福利策略与政策管理：
· 福利策略制定与评估： 规划员工福利策略，评估现有福利政策的有效性、成本效益与市场竞争力。
· 新福利方案引入： 协助评估、筛选和引入符合员工需求及公司战略的新型福利项目，并制定相应的实施政策、管理细则及供应商管理流程。
· 福利成本与体验优化： 持续监控福利项目的使用率和成本，提出优化建议，以提升员工福利体验的同时控制成本。
4. 年度薪酬规划与项目管理：
· 年度规划与预算： 负责收集、整合并深度分析全面的薪酬福利数据，生成具有战略洞察力的报告，主导年度薪酬预算的编制、年度薪酬调薪计划、各类奖金发放计划及其他薪酬福利政策的制定与落地，并提供相关决策建议。
· 数据驱动决策： 利用专业工具和方法，对全面的薪酬福利数据进行深度分析，提供洞察报告，支持决策层制定更有效的政策。
· 项目管理： 参与并支持各类全面薪酬相关的专项项目，包括但不限于薪酬体系改革、福利供应商策略评估、激励政策的制定与实施、HRIS薪酬模块优化等，确保项目按时高质量完成。
5. 薪酬福利合规与治理：
· 成本管控与财务治理： 协助建立和维护薪酬福利成本预算模型，监控实际支出与预算的差异，确保各项政策的实施符合成本控制目标及服务模式的财务要求。
· 法规政策监控： 密切关注国家及地方劳动法律法规、税法及行业政策变化，及时评估其对公司全面薪酬政策的影响。
· 政策合规性审查： 定期审查现有薪酬福利政策的合规性，确保所有实践符合法律法规要求，并能有效规避潜在的法律和运营风险。
任职要求：
1. 教育背景： 本科及以上学历，人力资源管理、财务管理、统计学、经济学、法律等相关专业。
2. 工作经验： 8年以上全面薪酬或薪酬福利政策设计、分析及管理经验，有汽车销售公司或大型销售型企业经验者优先。
3. 专业知识与技能：
· 精通全面薪酬管理理论、方法和工具，对薪酬福利政策设计有深刻理解和实践经验。
· 具备卓越的数据分析和建模能力，熟练运用Excel（高级函数、数据透视表、宏等）及其他数据分析工具。
· 熟悉国家及地方劳动法律法规、社会保险、住房公积金、个税等相关政策，并能将其应用于政策设计。
· 具备良好的中英文书面表达能力，能够清晰有效地撰写政策文件和分析报告。
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.
