The Compensation  Manager will be responsible for managing the activities below for their aligned countries.  This role will be customer facing and will receive activity via ServiceNOW, Workday and for global process / project work via the CoE (through the C&B SC Lead or Regional Process Mgr):

Recognition Process

• Leading the annual review of the recognition range for their countries, including managing local engagement via the Country Duty Holder (CDH)
• Analysis of the recognition activity; working with HR BLs and HR CHs as appropriate

Job Evaluation & Job Catalogue

• Manage job evaluations for grades 7-10 in supported countries
  • Includes, ensuring governance and equity of job evaluations by business and country, working with Compensation Mgrs in other Regional SC’s, as required
  • May include, specific process steps for countries e.g. where unionised arrangements / sub-grades are in place

• Provide support for the Regional Process Mgr on evaluating roles at grads 6 and above (if required as directed by the Regional Compensation Lead)
• Participation in the annual job catalogue refresh process, supporting to align the outcomes of the review with roles in-Region (in partnership with the Regional Process Lead and Global Benchmarking Team)
• Participating in data verification processes specifically relating to the misalignment of job profiles

Performance & Reward Process (includes but not limited to the following)

• APR Budget Setting
  • Make APR budget proposals based on the global principles and supporting data e.g. Finance plan, projected country wage inflation, competitiveness data, turnover etc
  • Agree APR budget proposals with Country Duty Holder and local finance
• Performance
  • Management of Performance configuration for all countries within remit
  • Providing support and guidance relating to the management review process
• APR Process
  • Ensure correct merit plan assignment
  • Guide 'in flight' merit transactions and oversee completion
  • Support managers with questions around making salary decisions and 'data behavior’
• Bonus
  • Manage bonus for the aligned group of countries
  • Validation checks on bonus plans and business alignment (outside of the Mgr Data Verificaton process)
  • Perform validation checks on the bonus calculations coming out of Workday
  • Calculate any bonuses where manual intervention is required e.g. due to unpaid / unbonusable leave periods being captured in local T&A systems
  • Feed all final bonus calcs into the Regional Process Mgr for consolidation
• Other
  • Responding to queries on the P&R process escalated via the Tier 1 SC Teams
  • Supporting with global communications and education e.g. with translations (as required), additional education requirements, preparation of the country “one pagers” detailing country specific policies / processes which may impact the global P&R process

Equity Reviews

• Conduct Analysis using standard tools and processes.
• Partners with HR BL/ HR CH to ensure the correct application of the methodology and supporting the process
• Resolution of issues related to the process or technical side of the equity review
• May coordinate equity reviews across multiple geographies (based on the location of the Mgr / HRBL)
• Records retention of documents related to equity reviews

Salary Management

• Supports leaders with salary decision guidance either based on specific requests via ServiceNOW or as per Workday escalations e.g. as part of the Request Comp Change, Job Change and Ready Recruit processes.  All salary management guidance should be provided within global guidance and using global tools
• Monitors competitiveness within aligned countries
• Responsible for proactive salary management within the aligned countries – reaching out to groups where competitiveness is concerning, highlighting issues
• May include carrying out / supporting Fair Pay Reviews (led by the Reward CoE and / or C&B SC Lead (as applicable).
• Accountable for records retention process of compensation related documents

Market Data

• Carries out job mapping/matching for benchmarking as per the guidance provided by the Global Benchmarking Team
• Supports the Global Benchmarking Team to investigate data issues, matching errors or data gaps
• Validates job family ranges for countries within remit, supported by the Country HR Teams (if applicable)

Employment Cost Analysis

• Oversees the analysis of the employment cost and resolves any inconsistencies – working with Payroll, Finance and Tier 1 as applicable
• Consolidates submissions and multipliers for the countries within remit passing these to the Regional Process Mgr for final validation and coordination

International Assignments / Permanent International Relocations (PIRs)

• Support HR BLs and line managers with the salary proposals for inbound or transferring IAs
• Provides supports for the package calculations for Permanent International Relocations, using global processes and tools
• Is aware of and will uphold Mobility minimum standards to ensure consistency in approach and management of IAs and PIRs

Capability Building

• Expert global process knowledge, including capability building within the countries / managers as required

Governance & Risk Management

• All the above is underpinned by the Reward Governance Framework (RGF)
• The Compensation Senior Manager must be familiar with, always educate on and apply the RGF
• Contribution to the local risk management process

Why GSK?

Uniting science, technology and talent to get ahead of disease together.

GSK is a global biopharma company with a special purpose – to unite science, technology and talent to get ahead of disease together – so we can positively impact the health of billions of people and deliver stronger, more sustainable shareholder returns – as an organisation where people can thrive. We prevent and treat disease with vaccines, specialty and general medicines. We focus on the science of the immune system and the use of new platform and data technologies, investing in four core therapeutic areas (infectious diseases, HIV, respiratory/ immunology and oncology).

Our success absolutely depends on our people. While getting ahead of disease together is about our ambition for patients and shareholders, it’s also about making GSK a place where people can thrive. We want GSK to be a place where people feel inspired, encouraged and challenged to be the best they can be. A place where they can be themselves – feeling welcome, valued, and included. Where they can keep growing and look after their wellbeing. So, if you share our ambition, join us at this exciting moment in our journey to get Ahead Together.

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