Senior Compensation Analyst

Description

Job Summary: Strategically manage global compensation and global mobility to ensure equity, competitiveness, and alignment with corporate guidelines. Key Highlights: 1. Global strategic compensation management 2. Global mobility management 3. Support for HRBPs and leadership Strategically manage the Company's global compensation function, ensuring internal equity, external competitiveness, and alignment with corporate guidelines—through conducting salary surveys, job evaluations using global market methodologies, administration of compensation policies, support for salary cycles, and analysis of organizational structures—while supporting leaders and HRBPs across business units in decision-making and ensuring consistency, governance, and financial sustainability of global compensation practices. Manage the Company's Global Mobility process by administering policies, supporting international transfers and assignments, analyzing costs, coordinating with vendors, and advising HRBPs—to enable the development of Company talent through consistent, mindful, and legally compliant international experiences. **Responsibilities and Duties** * Conduct global salary surveys by collecting, consolidating, and analyzing market data by country, region, and job family using technical criteria and recognized methodologies to support decisions on salary positioning, external competitiveness, and reviews of global compensation practices. * Perform job evaluations based on global job evaluation methodologies, analyzing scope of responsibilities, complexity, organizational impact, and contribution levels to ensure internal equity, consistency within the global job architecture, and accurate positioning relative to market practices. * Analyze and propose revisions to organizational structures by evaluating processes, accountabilities, and reporting relationships to ensure alignment between organizational design, work complexity, and correct job classification within the global job and compensation architecture—as well as maintain the global job and pay architecture by conducting internal positioning analyses, role mapping, and external benchmarking to ensure structural coherence, transparency, and support for strategic people management decision-making. * Develop, review, and maintain global salary tables considering corporate strategies, market data, and internal equity criteria to ensure consistency in salary management and support the evolution of organizational structures across regions—as well as lead the update of data in internal systems and tools, making them available to HR teams across business units. * Propose and support the development and implementation of global compensation policies, guiding HRBPs and leadership on rules for hiring, promotions, movements, and adjustments to ensure governance, standardization, and correct application of corporate guidelines. * Plan, execute calculations for, and communicate fixed and variable compensation programs—including salary reviews, promotions, and bonus payments—by proposing guidelines, identifying tools, developing supporting and communication materials, and consolidating data for approval—to ensure alignment with internal policy guidelines and global cost alignment. * Develop, propose, and keep updated and accessible Global Mobility policies—including eligibility criteria, timelines, and mobility models (short\-term, long\-term, permanent transfer, etc.)—to ensure the process enables global talent development consistently, with aligned decisions and adherence to Company culture. * Manage international transfer and assignment processes, partnering with HRBPs, leadership, and Legal to ensure legal compliance, process efficiency, and appropriate experience for professionals on mobility. * Support the definition and maintenance of Global Mobility packages by evaluating market practices, corporate guidelines, and local specifics to ensure external competitiveness, equity, and alignment with Company strategy. * Select and oversee global mobility vendors—including immigration, relocation, tax, and international payroll providers—monitoring SLAs, timelines, and service quality to ensure compliance, efficiency, and service quality in process execution. * Monitor and track international mobility professionals’ records—maintaining up-to-date documentation on contracts, visas, work permits, assignment durations, and other mandatory documents—through structured controls and coordination with HRBPs, Legal, and immigration vendors to ensure legal compliance, deadline adherence, and risk mitigation. * Conduct global benchmarking and comparative analyses across regions—tracking market trends and emerging practices—to propose improvements, harmonizations, and efficiency initiatives for global compensation and mobility practices. * Train and serve as the focal point for Global Compensation and Mobility for HRBPs and global HR teams—providing technical support, guidance, and supporting materials—to strengthen HR’s strategic role and ensure consistent application of area practices and policies. * Lead and support compensation system and tool projects—partnering with IT, vendors, and HR areas—to gather requirements, define rules, conduct testing, and monitor implementations related to compensation and mobility processes and programs—to ensure correct configuration, process automation, data integrity, and mitigation of operational risks. **Requirements and Qualifications** Mandatory Requirements: * Bachelor’s degree completed in Business Administration, Human Resources, Law, Economics, Engineering, Accounting, or related fields. * Prior experience in Compensation: job evaluation methodologies and organizational structures, salary surveys, and variable compensation programs. * Advanced English proficiency * Intermediate Microsoft Office proficiency. Desirable Requirements: * Knowledge of labor legislation. * Indicator analysis. * Experience managing international mobility processes. * Postgraduate degree, MBA, or specialization in Engineering, Business Administration, or related disciplines. * Spanish proficiency. **Additional Information** **We care about our Feras’ well-being and offer benefits such as:** * Work Schedule: Hybrid (3 days per week onsite in Joinville\-SC). * Flexible working hours; * Meal allowance; * Year-end bonus; * Health insurance; * Dental insurance; * Life insurance; * Private pension plan; * Wellhub (formerly Gympass); * Birthday day off; * Citizen company: extended maternity and paternity leave. * Discount on our products; * Annual bonus (profit-sharing); * Up to 50% discount on medications; * Health programs. With over 80 years in the market, we are a Brazilian multinational leader in construction solutions, with strong international presence and nearly 5,000 professionals operating across 5 countries. What drives us is our purpose: caring for water to transform people’s quality of life in the communities where we operate. Our team consists of people who embrace this same purpose—and together, we rank among the best multinationals to work for in Latin America according to the Great Place to Work 2024\-2025 ranking. We value a diverse team in a multicultural, respectful, and inclusive environment that empowers your talent. We believe our strongest connection is with people—and here, you’re free to be who you are. Do you feel this connection? Join our team! Click here and follow us on LinkedIn.