Compensation and Benefits Lead at ENGIE

1 month ago

Nairobi, Kenya ENGIE Full time

ENGIE is a leading world group that provides low-carbon energy. Our group is a global reference in low-carbon energy and services.


Job Purpose/Mission

This role is responsible for the design and development of the compensation and benefits/reward structures and related guidelines for EEA. To ensure a holistic approach to EVP development which includes non-monetary benefits across the organisation taking into account country nuances, manage employee wellness and continuously work on strategies to improve Employee experience. This role will assist in creating the HR overall strategy, pay philosophy and approach to employee offerings.

Responsibilities

Develop strategies and guardrails regarding compensation and benefits for implementation by the HR Country Leads.
Responsible for development and improvement of short, medium and long-term incentive schemes for key skills within the organization
Conducting market research and analysis on best practice compensation and benefit structures
Conduct market research on benefits plans to gain an understanding of local and global leading practice
Document findings and prepare a benchmarking report for the Remuneration Committee (RemCo)
Integral member of the RemCo
Design and develop a reward and benefit plan and obtain the required approvals
Update of policies, processes and guidelines regarding compensation and benefits
Drive annual medical insurance renewals to ensure cost effectiveness and a consistent employee experience
Prepare annual salary review and bonus guidelines and communicate to Remco, Head of People and Culture and HR Country Leads
Manage the annual salary and bonus review cycle (end to end) for hand-off to payroll
Ensure annual salary review and bonus cycle is managed within affordability guidelines set by Finance
Provide Talent Acquisition Team with the generation of employee salary packages to ensure alignment with market and internal pay equity
Provide salary guidance for promotion cases
Conduct ongoing research to identify changes in the compensation, benefits and reward landscape (country specific) to ensure adherence to labour law (country specific)
Consult with Country HR Leads on the implementation and alignment of reward and benefit program
Support Country HR Leads to resolve escalated employee queries regarding rewards and benefits
Adhere to benefits service level agreements and quality standards
Build and maintain relationships with third party benefit and salary survey vendors
Identify suitable benefit and reward packages that are aligned to leading practice for Organisations similar to EEA
Align with Group pay rules
Develop and grow the compensation and benefits capability within EEA
Process benefits vendor invoices for payment.
Lead the EEA employee wellness program as part of the EVP in collaboration with the In Country HR Leads
Explore all non-monetary benefits that can help build and enhance the EVP without adding any costs to EEA .
Lead a team of 2 Compensation and Benefits Analysists

Requirements
Knowledge and Experience:

5-7 years of HR compensation and benefits experience
Job evaluation methodology
Compiling and managing expenditure budgets
Analytical, statistical and qualitative skills
Knowledge of compensation and benefits practices
Advanced computer skills
Knowledge of the local and international labour law
Deep rewards and benefits knowledge and proven expertise
Strategic thinking
Design thinking
Business and global acumen
Ability to work under pressure
Ability to work independently
Be solutions focused
Able to operate in an environment with high levels of ambiguity
Good interpersonal and communication skills
Meticulous attention to details
Tenacious
Resilient

Qualifications:

BSc in Human Resources Management, Organizational Psychology, Finance or relevant field
Professional Membership of a Remuneration Body/Association highly advantageous

Language(s):

English
Good conversational French is a plus

Technology:

Advanced computer skills
Hands-on experience with HRIS or related payroll software systems

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