Total Rewards Supervisor

• Develop and maintain an integrated Total Rewards philosophy that balances market competitiveness, internal equity, and financial sustainability.
• Ensure rewards policies and documentation comply with laws and Centro regulations
• Model compensation scenarios using external surveys and internal workforce analytics, ensuring alignment with business strategy.
• Collaborate with Finance on budgeting, forecasting, and cost modeling for all rewards-related initiatives.
• Partner with Talent Management to ensure compensation structures support career pathways, succession plans, and readiness assessments.
• Conduct formal job evaluations using established methodologies to assign grades based on role scope, impact, knowledge, and complexity.
• Lead periodic reviews of job descriptions to ensure accuracy, alignment with grade, and consistency across comparable roles.
• Support organizational restructuring by calibrating roles, levels, and spans of control while maintaining equity and structural balance.
• Address pushback or disputes diplomatically using objective data, evaluation criteria, and benchmark findings.
• Utilize salary bench-marking surveys, salary reports, and benchmark data to maintain structured salary bands that are competitive and equitable.
• Perform regular internal equity audits to identify compression risks, anomalies, or inequities.
• Review and evaluate benefit offerings to ensure cost-effectiveness and alignment with employee needs and market trends.
• Recommend adjustments to compensation and benefits policies based on data-driven insights and business priorities.
• Design and manage recognition programs that include both monetary and non-monetary components, aligned with company culture and values.
• Measure program effectiveness using participation data, engagement metrics, surveys, and qualitative feedback.
• Link recognition outcomes to business indicators such as productivity, morale, and turnover reduction.
• Conduct periodic ROI assessments to refine and improve recognition initiatives.
• Forecast annual remuneration budgets including salary increases, benefits costs, headcount growth, and retention initiatives.
• Prioritize reward investments using ROI, cost-benefit analysis, and alignment with organizational strategy.
• Partner with Finance to maintain transparency and accuracy in reward-related expenditures.
• Ensure job offers comply with approved salary bands, internal equity principles, and market competitiveness.
• Collaborate with Talent Management to define and implement structured promotion criteria, timelines, and documentation.
• Maintain consistency in promotion decisions by applying clear guidelines and governance mechanisms.
• Analyze retention trends using data such as tenure, performance, engagement, and exit interviews.
• Recommend targeted retention interventions including pay adjustments, recognition programs, or development plans.
• Track the effectiveness of interventions to support continued improvement in employee experience and stability.

Requirements

• Bachelor’s degree in business administration or related field.
• Requires more than seven years of related experience in the same position/area
• Strong communication
• Stakeholder management
• Problem-solving Analytical
• Analytical thinking
• Confidentiality & ethics
• Collaboration & teamwork Technical Skills -
• Compensation benchmarking
• Salary structure modeling
• Job evaluation
• HRIS systems (e.g., SAP / Workday)
• Advanced Excel (pivots, formulas)
• Data analysis & reporting
• Benefits administration