Compensation and Benefits Senior Specialist

1. Job architecture & career leveling:

* Design and implement a comprehensive job architecture including job families and career levels. * Develop clear level definitions for each career level across all functions. * Ensure consistency in level assignment across business units. * Maintain and evolve the architecture as the organization grows and new roles emerge.

2. Salary band design & market benchmarking:

* Establish salary bands for each career level and geography. * Source, manage and interpret compensation surveys (for example, Figures) to ensure bands reflect current market positioning. * Define the company’s target pay positioning strategy in collaboration with the HR Director and CFO.

3. KPI system design & implementation:

* Lead the design and company-wide rollout of a structured KPI-based performance-pay system. * Define KPI system models for different position groups * Build the mechanics of the variable pay cycle (for example, target bonus by career level etc.). * Ensure the KPI (variable part) is integrated into the performance management calendar and payroll processing workflow.

4. Salary revision process leadership:

* Own and manage the annual salary review cycle end-to-end: planning, budgeting, communication, manager guidance, system (Sage) input coordination and post-review analysis. * Train and guide HR BPs and managers through compensation decisions during the review cycle.

5. Governance & decision framework:

* Establish a clear governance model for all compensation and career-related decisions. * Define approval processes for hiring levels, salary offers, promotions, exceptions. * Develop guidelines and decision-making frameworks for managers to follow. * Ensure transparency and accountability in all compensation-related decisions.

6. Benefits design & standardization:

* Conduct a structured audit of existing benefits programs across all locations. * Develop a standardized global benefits framework with locally adapted modules defining core benefits (applicable to all) vs. supplemental benefits (market-specific). * Monitor benefits utilization and cost trends: prepare reviews and recommendations. * Benchmark total rewards package competitiveness against relevant markets on an ongoing basis.

7. HR & payroll budget planning:

* Lead the annual HR cost budgeting process: total compensation spend, headcount cost modeling, bonus and benefits cost projection. * Partner with Finance to ensure HR cost forecasts are integrated into the company’s financial planning cycle (budget and re-forecasts). * Track actuals vs. budget throughout the year, provide analysis and recommendations.

8. Compensation analytics & reporting:

* Build and maintain a compensation analytics function: dashboards tracking pay equity, total rewards competitiveness etc. * Deliver regular and ad-hoc compensation reports to HR Director and business leaders.

* Bachelor’s degree in Human Resources, Business Administration, Mathematics, or related quantitative field. * Proven experience in leading C&B function. * Strong experience in conducting salary calculations, reviews, and implementing effective compensation and benefits strategies. * Advanced proficiency in Microsoft Excel. * Strong analytical skills to interpret and leverage compensation data for decision-making. * Strong project management skills with the ability to lead and execute multiple initiatives concurrently. * Good knowledge of Latvian, as well as English language as the company is international and has foreign employees and partners, and the nature of the work requires close cooperation with them.