Sobre

• Company Description
• SGS is the world’s leading company in inspection, verification, and certification. Recognized as the global benchmark for quality and integrity, we have more than 93,000 employees and a network of over 2,600 offices and laboratories worldwide. Our mission is to add value to society by building a better, safer, and more interconnected world.
• Job Description
• 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
• Bachelor’s Degree in Engineering, Finance, Economics, or related field (MBA or Master’s 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