At medtronic you can begin a life-long career of exploration and innovation, while helping champion healthcare access and equity for all. You’ll lead with purpose, breaking down barriers to innovation in a more connected, compassionate world.
*a day in the life*:experiência
- mínimo 3-5 años de experiência en compensaciones o administración de sueldos y salarios, preferentemente en plantas de manufactura.
- experiência manejando esquemas de compensación variable, incentivos, análisis de mercado salarial, tabuladores y estructuras de compensación.
- conocimiento en normatividad laboral y cumplimiento de políticas internas.
Competencias técnicas
- manejo avanzado de excel y otras herramientas de análisis de datos.
- experiência en el uso de sistemas de gestión de recursos humanos (ej. Tress, workday).
- inglés intermedio-avanzado
habilidades blandas
- análisis crítico y atención al detalle.
- comunicación efectiva con diferentes níveles de la organización.
- capacidad para trabajar bajo presión y administrar múltiples proyectos simultáneamente.
- trabajo en equipo y colaboración interdepartamental.
- confidencialidad y ética profesional.
Responsabilidades principales
- administrar y actualizar tabuladores salariales.
- participar en encuestas de sueldos y análisis de mercado.
- proponer mejoras en esquemas de compensación.
- administrar y actualizar políticas de compensaciones
- asegurar el cumplimiento de políticas corporativas y legales en temas de compensaciones.
- brindar asesoría a líderes y empleados sobre prácticas de compensación.
- apoyar en auditorías internas y externas relacionadas con pagos y compensaciones.
- generar reportes y análisis para la toma de decisiones gerenciales.
Responsibilities may include the following and other duties may be assigned.
- develops, implements, administers compensation and incentive policy, procedures, practices, and programs.
- conducts surveys and studies labor markets to determine compensation trends; analyzes jobs, and reviews job descriptions and specifications; applies job evaluation techniques to establish equitable compensation rates within the organization as compared with rates in industry; analyzes government regulations, company policies, and agreements with labor unions to establish standard rates; reviews classification and compensation changes and makes recommendations with respect to tasks to be performed, qualifications of employee, and company policy and budgetary limitations; provides guidance and makes recommendations to line managers and generalists on all compensation issues; and interprets laws regulating compensation practices.
- partners with human resources management to develop competitive initiatives to drive business strategies.
- may be responsible for executive compensation, incentive plan and stock option administration.
- may prepare and deliver employee communications and training programs.
*specialist career stream*:typically an individual contributor with responsibility in a professional discipline or specialty. Delivers and/or manages projects assigned and works with other stakeholders to achieve desired results. May act as a mentor to colleagues or may direct the work of other lower level professionals. The majority of time is spent delivering and overseeing the projects - from design to implementation - while and adhering to policies, using specialized knowledge and skills normally acquired through advanced education.
*differentiating factors*
*autonomy*:established and productive individual contributor.
Works independently with general supervision on larger, moderately complex projects / assignments.
*organizational impact*:sets objectives for own job area to meet the objectives of projects and assignments.
Contributes to the completion of project milestones.
May have some involvement in cross functional assignments.
*innovation and complexity*:problems and issues faced are general, and may require understanding of broader set of issues or other job areas but typically are not complex.
Makes adjustments or recommends enhancements in systems and processes to solve problems or improve effectiveness of job area.
*communication and influence*:communicates primarily and frequently with internal contacts.
External interactions are less complex or problem solving in nature.
Contacts others to share information, status, needs and issues in order to inform, gain input, and support decision-making.
*leadership and talent management*:may provide guidance and assistance to entry level professionals and / or employee in support career stream.
*required knowledge and experience*:
- *bachelor's degree in business administration, human resources, accounting, finance, or a related field.*:
- *3-5 years of experience in compensation, desirable in manufacturing.*:
- *requires practical knowledge and demonstrated competence within job area typically obtained through advanced education combined with experien