HR Total Rewards, Workforce Planning & Cost Optimization Partner

1. Total Rewards Strategy & Execution

• Design and manage compensation strategies that ensure external competitiveness and internal equity.
• Lead the Annual Salary Review process including merit increases and structural salary updates.
• Coordinate and execute the Annual Incentive Plan (AIP) ensuring clear linkage between performance outcomes and rewards; as well as the Long Term Incentive (LTI) programs.
• Manage market benchmarking using Willis Towers Watson (WTW) surveys and other market data to maintain competitive positioning.
• Oversee local application of global grading systems and validate salary ranges per grade aligned with corporate standards and regional frameworks.

2. Job Description Governance

• Maintain and update all job descriptions in alignment with global standards grading methodology and evolving business needs.
• Partner with managers and HRBPs to ensure roles are clearly defined accurately documented and aligned with organizational structures.
• Support the integration of job descriptions into compensation performance management and recruitment processes.

3. Cost Modeling for Tenders & Bids

• Collaborate with Commercial Finance and Operations teams to model workforce costs in support of proposals and bids.
• Develop dynamic cost models that ensure labor cost projections are competitive yet realistic for long-term contract sustainability.
• Provide insights on pricing strategies tied to talent costs to help win strategic tenders without compromising profitability or delivery capability.

4. Workforce Planning & Strategic Headcount Forecasting

• Build and maintain workforce planning models to forecast talent supply and demand based on business growth productivity turnover and cost targets.
• Partner with Finance and Business leaders during budget cycles to define headcount strategies and optimize talent allocation.
• Perform scenario planning for organizational changes efficiency projects and potential geographic shifts.

5. Workforce Cost Optimization

• Monitor labor costs and drive initiatives to optimize workforce spend while preserving critical capabilities.
• Lead analysis of internal vs. external workforce mix location strategy and organizational design efficiency.
• Design and track cost-saving initiatives related to compensation levers job structures and talent deployment.

6. Governance Analytics & Reporting

• Ensure accuracy and governance of all compensation and workforce planning data.
• Develop executive dashboards and models for decision-making on labor cost compensation headcount and productivity.
• Lead internal audits and ensure compliance with local labor legislation global policy and data privacy standards.

7. Regional & Global Collaboration

• Actively engage with the Latam CoP for Total Rewards & Workforce Planning to align local execution with global guidelines and share best practices.
• Provide local input for global compensation program design and enhancements.
• Support global HR system implementations and standardization efforts across Total Rewards processes.

Qualifications :

• Bachelors Degree in Engineering Finance Economics or related field (MBA or Masters degree preferred).
• Minimum 5 years of experience in Compensation Workforce Planning FP&A or related HR Strategy roles ideally in a multinational environment.
• Advanced English
• Advanced Power Bi
• Strong knowledge of Mexican labor laws benefits and compensation practices; understanding of regional trends in LatAm is a plus.
• Experience managing WTW survey participation salary benchmarking and job evaluation methodologies.

Additional Information :

• Willing to work trips
• Hybrid work model

Remote Work :

No

Employment Type :

Full-time