Line of Service
Internal Firm Services
Industry/Sector
Not Applicable
Specialism
Operations
Management Level
AssociateAt PwC, our people in people strategy focus on developing and implementing long-term strategies to align the organisation's human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, long-term workforce planning and improving overall employee experience.In business partnering at PwC, you will focus on strategic consulting with business stakeholders, advising on people strategies, policies and programmes to achieve current and future business objectives and overcome people related challenges. You will work collaboratively with the wider HR team to shape the Firm’s people strategy and priorities based on their understanding of the business as well as influence the business alignment with and adoption of firmwide direction.A career in our Human Resources team, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll focus on helping the local offices in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace. As part of our Policy, Strategy and Leadership team, you’ll provide strategic oversight, manage operations, and develop policies for all aspects of the Human Resources team.
Responsibilities
Compensation Benchmarking and Analysis
- Work on compensation benchmarking exercise for new and existing Partner - participation in compensation and benefits surveys including recommendations on comparator baskets, understanding job families and descriptions; and data validation with the business.
- Conduct job matching exercises with survey partners
- Should have knowledge of Employee Stock Option Plan to understand the current ESOP scheme of Partners and design a new one accordingly.
- Gap Analysis: Collation and analysis of multiple sources of benchmarks and data to derive insights on compensation trends and gaps basis external benchmarks, recruitment data, internal employee data and existing pay ranges.
- Conduct review of pay ranges for Partners, based on survey results and gap analysis, internal and external equity analysis. Design new ranges as required by the business. Partner with business teams for finalizing pay ranges basis affordability inputs.
Annual Compensation Review
- Create first level simulations and models on increments and variable pay including promotions. Partner with LoS BUHC and LoS/SBU Leaders to refine LoS wise compensation models, principles and grids.
- Conduct Pay Equity Analysis
- Work with LoS BUHC for budget approval for Bonus and Increments. Work on Presentation CPO/COO on final increment and V Pay grids
- Partner with HC Operations and BUHC teams for final TR Checks for governance and compliance, Letter Release; and Increment and Variable Pay payout (for all staff including EDs)
Other
- Policy Management – Working on SOPs/Policies/Guidelines that come under the domain of Total Rewards
- Data Repository – maintain up to date compensation and benefits data repository.
- Work on Internal Audit requirements as needed.
- Participate in Vendor Evaluation for compensation and benefits.
- Acting as a CoE for key stakeholders like Performance Management team leaders, BU HCs and other COEs for addressing Compensation and Benefits concerns/queries
Mandatory Skill Sets
- Advanced Excel and modeling skills
- Project Management and Data Analytics skills
- Insight generation and eye for detail
- Cultural sensitivity and the ability to build effective relationship with stakeholders across different groups – HC, Business, Vendors and External Firms
- Excellent interpersonal and presentation skills (written presentation of technical and analytical work is key)
Preferred Skill Sets
Compensation Management, Excel Analytics
Years Of Experience Required
4 years
Education Qualification
BBA, B.Com, MBA, PGDM, M.Com
Education
(if blank, degree and/or field of study not specified)
Degrees/Field of Study required: Postgraduate (Diploma), Master of Business Administration, Bachelor in Business Administration, Bachelor of Commerce
Degrees/Field Of Study Preferred
Certifications
(if blank, certifications not specified)
Required Skills
Compensation Plans
Optional Skills
Accepting Feedback, Accepting Feedback, Active Listening, Business Partnering, Business Transformation, Career Development, Change Management, Co-Creation, Communication, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Emotional Regulation, Empathy, Employee Experience, Employee Life Cycle, Executive Negotiation, Human Capital Initiatives, Human Resources (HR) Coaching, Human Resources (HR) Metrics, Human Resources (HR) Policies, Human Resources (HR) Service Delivery, Human Resources (HR) Technology Roadmap, Human Resources (HR) Technology Solution Architecture, Human Resources (HR) Transformation {+ 22 more}
Desired Languages
(If blank, desired languages not specified)
Travel Requirements
Available for Work Visa Sponsorship?
Government Clearance Required?
Job Posting End Date
