- Annual global compensation process – liaising with the Freshfields regions to collate annual compensation data, analysis of the data and support the production of reports for budgeting and year end reporting
- Ad hoc regulatory reports and review e.g., UK Gender Pay Gap Report – ensure the annual required gender pay gap data is collated and the gender and diversity pay results are calculated accurately, analyse the results, and provide insights for the content of the external pay gap report
- Supporting strategic global and local reward projects – building strong network and working closely with finance and HR stakeholders, provide analysis where required and support the production of presentations and reports e.g., modelling changes to associate pay grids, bonus plan design proposals and modelling
- Job Evaluation – co-ordinate job evaluation panels, ensure the results are recorded accurately and relevant changes are made by the HRIS team
- Maintain internal and external compensation insights - maintaining an up-to-date external market insight database, internal compensation knowledge bank and gathering a compensation overview including salary scales and bonus plans for each Freshfield region.
- Local compensation annual cycle – provide support for the annual compensation cycle for bonus and salary review e.g., including collation of the supporting data for the calculations, creating the Excel sheets used to calculate the annual bonus and salary review, producing summaries of annual bonus and salary review spend by practice groups and functions.
- Providing ad-hoc support to the Senior Compensation Manager
- Advanced Excel skills including v-lookup, pivot tables and IF statements and experience dealing with large volumes of data
- Experience of using Microsoft PowerPoint
- Knowledge of benchmarking and job evaluation methodology (HAY advantageous)
- Working knowledge of broader HR implications relevant to this role (payroll interfaces, HRIS, HR advisors and managers)
- Ability to multi-task and effectively prioritise
- Strong interpersonal and relationship management skills
- Exceptional attention to detail
- Experience of working in an 'in-house' reward function (desirable but not essential)
- Experience of using HR Systems in particular Workday
- Bachelor's degree with an emphasis on HR or another relevant field
- we show respect to everyone
- we are there for one another
- we are open with each other
- we are positive role models
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Compensation Analyst - Manchester, United Kingdom - Freshfields Bruckhaus Deringer
Description
Role summary/purpose of jobWorking with the Senior Compensation Manager and Head of Reward, the purpose of this role is to provide specialist support for the global compensation team including the global compensation process (budgeting and reporting), strategic reward projects, job evaluation and the design and management of local compensation programmes and processes in the [ UK/US] and international offices, with an emphasis on data provision, analysis, and advice.
Location Overview: Manchester
The Freshfields Global Centre provides both business and legal services to the firm. Our services are delivered in a way which supports the global nature of our firm and our clients, enables our fee earners to deliver exceptional service to our clients and to do that in a way which is efficient and effective.
Function Overview
The HR Centres of Expertise (CoE) work directly with the business and with HR Business Partners to provide the right tools and frameworks to drive the people priorities through a regional based team.
The Reward CoE supports the firms people priorities of attracting, retaining, and engaging our people through rewarding performance fairly and consistently.
Compensation supports the global reward strategy by reviewing and implementing compensation frameworks, benchmarking, bonus schemes, gender pay, policies, and other initiatives.
Key responsibilities and deliverables
Compensation and Reward
Key requirements
Freshfields Overview
Freshfields Bruckhaus Deringer is a major international law firm, providing business law advice of the highest quality. We want to be the law firm that clients turn to for legal advice where it most matters, wherever in the world that may be. The Firm has over 2,400 lawyers in 28 offices around the world, providing a comprehensive service to national and multinational corporations, financial institutions and governments.
Our people make our firm - we are a people business and want to create a welcoming and supportive environment where all can flourish. We see diversity as a strength which creates fresh perspectives and generates new ideas. We enjoy our work and are determined to do an outstanding job. We deliver best when working in teams. Our culture is a product of the combined mindsets and behaviours of our people which is through the Being Freshfields principles, outlined below:
We think and work globally - we don't just say we are one firm; we act like one firm right across the world. We work wherever our clients need us. This is how we define ourselves, not by reference to where we have offices. Cross-border work isn't just what we do, it is what we excel at. We understand what it really takes to work across different legal systems and commercial environments and to bridge language and cultural gaps.
We aim to add value in everything we do - we are passionate about helping our clients succeed. We use our experience and creativity to help clients make judgements and achieve their goals. In everything we do, we seek to make a real difference to the communities in which we operate.
Freshfields is committed to promoting equality and diversity and to developing a culture that values differences, recognising that employees from a variety of backgrounds make important and positive contributions to our business and how we service our clients.
Inclusion
Freshfields is an equal opportunities employer and all applications received by the firm will be considered by the firm on the basis of their merit alone and we welcome applications from all suitably qualified individuals regardless of background. All offers of employment will be conditional on the candidate having/securing the right to work in the UK and providing the firm with evidence of that right (as required by the Immigration, Asylum and Nationality Act 2006) prior to employment commencing.
Freshfields is a Ban the Box employer. We ask applicants to disclose criminal convictions only when a conditional job offer is made. A conviction does not automatically lead to withdrawal of the offer: we make decisions on a case by case basis and take a number of factors into account (eg the role you are applying for and the circumstances of the offence). You would have the opportunity to discuss the matter with us before we make a decision.
