Purpose of the role is to:  - Build and oversee a global competency center accountable to provide compensation reporting, analytics, and program management for the enterprise (total Xerox globally)  - Drive enterprise-wide (global) compensation process productivity and effectiveness, in concert with other initiatives, through process simplification, common design, and the utilization of direct access and decision support tools and enablers  - Consult in the design, development, and delivery of compensation programs that support the company in engaging, rewarding, and retaining talent  General areas of accountability may ultimately include:  - Market intelligence (salary survey submissions; results management; analysis; and full utilization of Market Pay)  - Job “infrastructure” (job families, descriptions, and levels) and anchor role management and administration  - Job evaluations and market pricing  - Job description library; job code administration  - Population segment pay line analyses (by family, level, geography)  - Geographic area differential analysis (i.e, U.S. “SADC”)  - Ad hoc reporting and analytics  - Compensation planning support and administration, including annual salary review processes, executive/management short-term incentive programs (Annual Performance Incentive Plan), and long-term incentive programs (Executive Long-Term Incentive Program and Xerox Stock Incentive Program)  - Compensation policy advisory and interpretation  - Incentive program management and administration (including commissions)  - Stock award administration support  - E-level analysis and support  - May also oversee in a similar way described above general HR workforce analytics team and accountability  - May also oversee in a similar way described above international benefits analysis and support   - May also oversee Global Mobility competency (international assignments, business travelers, and localizations)  Scope:  - Breadth: Total Xerox (global role)  - Engagement: Directly with head of CoE and other CoE senior team members on managing compensation policies, programs, and processes; may include direct senior HR Business Partners, geographic HR leaders, and line leaders; may also manage vendor relationships  - Complexity: implements strategic priorities and contributes to the development of future strategy. Must anticipate internal and/or external business challenges / regulatory issues.  - Impact: Erroneous decisions will have an impact on the success of the functional, division or company-wide operations.  - Freedom to Act: Determines and pursues courses of action to get desired results; exercises independent judgment in selecting methods, techniques and evaluation criteria for obtaining results   Main Responsibilities:  - Consult and collaborate with members of CoE, HR, and business to explore problems, resolve issues, or offer solutions on matters related to compensation  - Identify market trends, monitor competitiveness, and model cost implications of compensation programs  - Ensure design and pay levels allow attraction and retention of key talent; make recommendations and/or design adjustments globally while comprehending local country requirements and practices  - Support implementation of compensation management tools to improve compensation administration; maximize utilization and optimization of tools and techniques  - Provide thorough evaluations and analyses on an ongoing basis ensuring compensation programs are designed and implemented to meet the evolving needs of the company’s global population  - Manage the competency center team to ensure delivery of the highest levels of responsiveness and execution of compensation programs and processes  - Ensure consistent, unified, and documented global compensation tools, practices, and protocols  - Provide subject matter expertise and guidance to HR Business Partners and other professionals regarding compensation delivery and administration, procedures/policies, and communications  - Interface with HRIT on compensation related systems, data requirements, and productivity tools  Education Requirements:  - Minimum of Bachelor's Degree and Master’s Degree would be preferred  Professional Certifications:  Min/Preferred : Certification Details:  - Preferred: Compensation professional certification  - Preferred: Project management professional certification  Candidate Background: Skills, Knowledge and Abilities:  Min/Preferred : Skills, Knowledge and Abilities:  - Minimum: Ten or more years of compensation experience with publicly traded multinational business, or an equivalent combination of training and experience which provides the required knowledge, skills, and abilities  - Minimum: Global experience; direct involvement with compensation management in the United States; regionally with Asia Pacific, Europe, and Latin America  - Minimum: Direct experience managing multiple relevant market surveys; ad hoc benchmarking; data analysis and interpretation  - Minimum: Project management experience (certification preferred)  - Minimum: Strong English verbal and written communication skills; ability to summarize and present results in an appropriate format for audience  - Minimum: Ability to manage, motivate and inspire people to embrace change  - Minimum: Demonstrated ability to influence, negotiate and manage objections effectively  - Minimum: Strong critical thinker and problem solver; ability to resolve complex problems and make sound decisions in a timely manner  - Minimum: Proficiency at managing, coaching, counseling and mentoring other technical professionals and capable of inspiring high performance in others  - Preferred: Experience building and managing global competency center  This job description is meant as a guideline for applicants and not a definitive or exhaustive description and consequently may not include all tasks or functions related to the position.   Please note the position may change to meet the changing requirements of Xerox’s business. Employees may be assigned duties either, in addition to or instead of, those set out in this document and the position is subject to further changes at Xerox's discretion.

Bangalore

Xerox - Director - Global Competency Center - Compensation 

Xerox - Director - Global Competency Center - Compensation  ,Job Description for Xerox - Director - Global Competency Center - Compensation  in Nasdaq in  Bangalore for (15-20) years of experience. Apply Now!

Job Description for Xerox - Director - Global Competency Center - Compensation  in Nasdaq in  Bangalore for (15-20) years of experience. Apply Now!