Reward Lead Japan

Site Name: Japan - Tokyo - Akasaka Posted Date: Jun 6 2022 Job Purpose This role will provide the core duties of daily provision of Compensation & Benefits Services Process including driving and supporting the reward agenda and provision of the customer support/relationship building with the assigned markets/clusters. Key Responsibilities The Reward will be responsible for managing the activities below for Japan. This role will be customer facing and will receive activity via ServiceNOW, Workday and for global process / project work via the CoE: 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 C&B Service Centre 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 Feed proposals into the Regional Process Mgr who will consolidate the proposals for the Region 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 including 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 Manager must be familiar with, always educate on and apply the RGF Contribution to the local risk management process Benefits Benchmarking Supports the Global Benchmarking Team with Benefits survey submissions providing insights and information on top of the data contained in Workday (with support from the applicable Benefits Administration Teams) Supports the Global Benchmarking Team to investigate data issues, matching errors or data gaps Utilises the Benefits benchmarking data provided by the Global Benchmarking Team to validate the competitiveness of Benefits packages within the defined area of responsibility Identifies opportunities to change / update the Benefits offering, incl. reviewing take-up data to determine whether the Benefit is being used by employees Benefits Vendor Management Management of the relationships with existing vendors incl. acting as TPO, managing data privacy etc Vendor negotiation, ensuring the best possible coverage / offering for employees at the best rate for GSK GSK ownership of the vendor platform – includes monitoring the performance of the platform, that the data contained within the platform / provided to GSK employees via their representatives is up to date and correct Ensuring vendors deliver against their agreed SLAs and with high levels of quality and customer experience Monitoring of budgets / spends Total Employment Cost Analysis Manages the Benefits elements of the TEC analysis to refresh the multipliers on an annual basis. Resolves any inconsistencies / queries relating to TECs working with Payroll, Finance and Tier 1 as applicable Consolidates the submissions of Benefits elements for the countries within remit passing these to the Compensation Mgr / Regional Process Mgr for final validation and coordination (as per Regional ways of working) This role is the technical expert in managing and delivering Insurance and Retirement plans across the relevant Region The intention is that all Insurances are covered by the GSK Captive however there may be exceptions to this within the Region which will need to be directly managed by this role. The Rewards Lead for Japan looks after a total headcount of 2500 employees and is also involved in managing complex union related issues (for C&B). Requirements Required Skill & Experience Business /Reward/Compensation or HR qualification Experience of managing global processes and / or projects using ADP / equivalent PM tools, evidence of delivery to deadlines/ effective management of multiple activities with conflicting timelines. Compensation process delivery experience gained over multiple, annual process cycles and ongoing operational delivery requirements across multiple countries. Experience coordinating efforts across multiple countries with direct exposure to specific regional requirements affecting project deliverables Ideally would have additional language skills to ensure effective communications with LOCs Further in-depth experience and cultural understanding at a Local Operations level is highly beneficial Required Education BA / BSc Degree level Our goal is to be one of the world’s most innovative, best performing and trusted healthcare companies. 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