TR SME Base Pay Compensation

at  Ericsson

THE SKILLS YOU BRING:

10 -12 years of experience in Total Rewards, preferably with experience delivering SME strategy and managing reward across multiple countries/globally.

• The ability to proactively build and lead innovative compensation solutions in a fast-paced environment.
• Well organized with highly structured ways of working and a track record of managing multiple priorities, prioritizing and following through on requests.
• Strong analytics capabilities, excellent attention to detail and ability to translate data into trends with key insights and recommendations.
• Proficiency in HRIS systems (SuccessFactors is preferred).
• Capacity to work core hours which typically allow for 4-5 hours of overlap with CET standard working hours (8am – 6pm CET) and GSSC New Delhi working times (8am – 8pm IST). Flexibility to enable meetings with people based in locations around the world will be required from time-to-time (e.g. JST or PST).

Work with People Function and Total Rewards colleagues to successfully develop and manage Ericsson’s base pay management philosophy, policies, processes and systems.

• Plan and execute the Global Annual Salary Review process while working with various teams involved to ensure the process is understood and used effectively by managers to ensure alignment between pay and performance.
• Define global principles for the job evaluation and salary benchmarking processes to ensure consistency and relevance of data in alignment with the Ericsson jobs.
• Analyse and evaluate external and internal market trends, analytics and data to help the People Function use base pay management approaches that meet business needs and enable effective and equitable pay decisions.
• Work with stakeholders to maximize the potential of HRIS systems and provide the right level of accuracy and transparency regarding pay data and analytics across the organization.
• Responsible for pay component management and compliance with key controls such as Anti Bribery and Corruption.
• Manage the relationship with salary data vendors and drive the participation in salary surveys across the organization.
• Close alignment with Finance to define global salary budgets taking holistic approach
• Develop and implement training and communication plan