Manager - Reward

Petrofac is a leading international service provider to the energy industry, with a diverse client portfolio including many of the world’s leading energy companies.

We design, build, manage and maintain infrastructure for our clients. We recruit, reward, and develop our people based on merit regardless of race, nationality, religion, gender, age, sexual orientation, marital status or disability. We value our people and treat everyone who works for or with Petrofac fairly and without discrimination.

The world is re-thinking its energy supply and energy security needs; planning for a phased transition to alternative energy sources. We are here to help our clients meet these evolving energy needs.

This is an exciting time to join us on this journey.

We support flexible working requests and have adopted a hybrid approach for most of our office-based roles. We ask employees to be present in the office at least three days per week.

Are you ready to bring the right energy to Petrofac and help us deliver a better future for everyone?

JOB TITLE: MANAGER REWARD

KEY RESPONSIBILITIES:

• Support the Group Head of Reward in the design and delivery of our corporate-wide reward programmes including pay strategies, grade structures, market pay levels (base salary and bonus), benchmarking, and benefits and allowances offerings, to attract, retain and motivate our employees in support of the business objectives.
• Contribute to the design, implementation, communication, and administration of the organization\’s compensation and benefits programmes. Ensure that compensation and benefit programmes are in line with the reward and benefits strategy, support the organization\’s strategic objectives, and meet all legal requirements.
• Source and analyze market data to support and maintain salary and grading structures in line with the market and overall organization objectives to attract, retain and motivate employees.
• Participate in and / or lead the annual merit review and bonus cycle, using statistical analysis to prepare budget forecasts, merit and promotion guidelines and bonus pay criteria, manage budgets and deliver the process to agreed timelines.
• Keep abreast of the marketplace and monitor trends in international compensation and benefits practices and utilize this knowledge to inform the development of solutions aligned to business needs.
• Act as a strategic partner for a designated division and/or functions within the business, working closely with senior HR leaders, HR Business Partners, Executive & Senior Management to support the business needs and design market-competitive base salary, bonus, reward, benefits and recognition programmes.
• Take the lead on new country set-up as required including benchmarking, pay structures and benefits delivery.
• Respond to ad hoc queries from HR and management regarding pay decisioning, policy and guideline interpretation, job analysis and evaluation including the design of creative solutions to specific compensation-related programmes.
• Create and maintain good relations with external service providers and consultants to facilitate proper execution of compensation and benefits programmes, policies and initiatives, and ensure those programmes are delivered efficiently and effectively at all times.
• Aid in assessing system requirements to support increased automation of C&B processes. Promote proactive approaches using on-line systems to solve business needs and improve process efficiency.
• Develop and deliver compensation and benefits awareness programmes and training for HR and managers as required.
• Perform other duties and tasks as required.

ESSENTIAL QUALIFICATIONS AND SKILLS:

• Strong working knowledge of all elements of reward – pay, variable pay (short term and long term), benefits, etc, in a multinational environment.
• Experience of reward issues/ challenges of comparable sector (preferable).
• Bachelor’s degree with few years of relevant reward experience.
• Experience of using HR systems (e.g. Oracle) and performance management systems.
• Understanding of financial impact of actions.
• Strong proactive stakeholder engagement and vendor management at all levels.
• Excellent verbal, written, and presentation communication skills.
• Experience of managing change in a fast-paced organisation.
• Salary benchmarking and understanding of at least one of the proprietary job evaluation methodologies.

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