Management of rewards programs including compensation analysis and global employment compliance requirements

When starting in the HR Manager position, I identified the company’s challenge to comply with new employment regulations and thus staying abreast of reviews and updates in the company's compensation structure. For the compensation structure, I conducted a comprehensive analysis to benchmark salaries against the market and identified areas that required adjustments. I proposed a salary increase budget and updated the salary ranges to align with market trends. I also reviewed the variable pay programs and adjusted them to be competitive and aligned with the company's overall compensation strategy. Additionally, I developed communication materials and conducted training sessions to ensure that employees and managers understood the new compensation structure and could manage their teams' compensation effectively. For compliance with new employment regulations, I updated the employment contracts, policies and practices to ensure that we were properly classifying employees and paying overtime to those eligible. I reviewed job descriptions and assessed employees' duties and responsibilities to ensure compliance. I ensured that payroll and time-tracking systems were set up correctly, managers were trained on new regulations and reasonable accommodations were provided to employees with disabilities. I stayed up-to-date with changes in employment laws and regulations, reviewed and updated employment contracts, policies, and practices proactively and ensured effective communication and training. The salary ranges were adjusted to align with market trends, resulting in a more competitive compensation structure, with a 9% increase in salaries for employees in job categories that were below market levels. The variable pay programs were revised to be more competitive, resulting in a 16% increase in participation rates. The communication materials and training sessions resulted in a 96.4% understanding rate and new compensation structure and how to manage compensation effectively among employees and managers. Compliance with new employment regulations ensured the company avoided penalties and legal risks. The proactive approach to compliance resulted in a 100% compliance rate with local requirements. When working with companies operating in the EU, I confronted employment compliance requirements focusing on data protection, working hours, discrimination, health and safety and employment contracts.