Senior Executive Reward: Key Models and Practices by Sandy Pepper - tilkettgedifca.ml
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Looking Backward: Pay for Performance in the 1930s
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AbeBooks Bookseller Since: August 14, Stock Image. Published by Routledge, New Condition: New Hardcover.
Agility, clarity and transparency. We develop compensation management programs that are clear, focused, flexible and scalable.
When business strategy or market dynamics change, we move quickly and act decisively. Our pay data resources are unrivaled. Our pay database is the most comprehensive in the world, with reward data on 20 million professionals from 25, companies in countries.
We believe that innovation is powered by perspective and that teamwork and respect for each other lead to superior results.
Senior Executive Reward Key Models and Practices
We elevate each other and obsess about doing the right thing. Our associates serve with humility and a deep respect for their responsibility in helping our customers achieve their goals and realize their dreams. Together, we are on a quest to change banking for good. You will partner with senior business and HR leaders and play an active role in formulating the on-going rewards philosophy and strategy for the businesses in order to promote employee engagement, effective hiring, and employee retention by delivering competitive and equitable reward programs that balance both risk and reward.
The Associate hired into this role should be collaborative, innovative, detailed, results oriented and flexible with the ability to manage multiple projects in a demanding, fast-paced environment within a highly matrixed and virtual environment.
Implements and manages rewards philosophy, methodology, programs and guidelines for assigned line of business to help attract and retain highly talented associates and encourage excellence in performance. Maintains strategic focus on building strong relationships with key customers, understanding the business and delivering quality services and products that continue to evolve and support key business needs.
Consults with HR Leads, HR Business Consultants and business leaders on the alignment of reward programs with business strategies and issues of pay. Leads reward efforts via a team of direct and indirect reports to provide value-add consultative services to business and HR leaders; manages the International Reward community for development and sharing opportunities. Develops and provides consistent tools and guidance to International teams — inventory programs across all countries — and proactively reviews and optimizes the use of programs globally.
Conducts global vendor reviews to ensure vendor use is optimized across the International footprint. Manages International governance model to enable well managed programs that are risk balanced.