Compensation Lead (Mexico City)

📋 Description

• • Lead market pricing and benchmarking efforts including survey completion, job code creation, job evaluations, and leveling processes aligned with Radford/Pave standards.
• • Own the end-to-end execution of the annual compensation cycle as the primary point of accountability for core compensation programs.
• • Support international expansion by designing and adapting compensation structures to align with local market dynamics, legal requirements, and cultural norms across new regions.
• • Build and maintain compensation reporting and analytics systems, ensuring accurate, timely, and actionable data for leadership and HR stakeholders.
• • Partner closely with HR Business Partners, People Operations, and Talent Acquisition to provide frontline guidance on compensation-related inquiries and policy interpretation.
• • Develop and update internal compensation content across platforms to ensure consistency, clarity, and accessibility for all employees and managers.
• • Design and implement compensation data integrations between HR systems and analytics tools to improve efficiency and data integrity.
• • Assist with compliance requirements related to compensation practices, including adherence to local labor laws and regulatory standards.
• • Continuously assess and refine compensation programs to reflect market trends, business growth, equity goals, and the broader Total Rewards strategy.
• • Create educational materials and enablement content to empower managers and employees in understanding compensation policies and decisions.
• • Serve as a key thought partner to the Head of Total Rewards on strategic compensation initiatives and long-term program design.
• • Utilize analytics and data visualization tools (e.g., Google Sheets, Looker, Hex, Tableau, PowerBI) to derive insights and drive data-informed compensation decisions.
• • Apply working knowledge of LLM tools (e.g., Gemini, Claude, ChatGPT, Perplexity) to streamline research, reporting, and content creation tasks.
• • Build minimum viable compensation solutions from 0 to 1 in a fast-paced, high-growth environment with limited existing infrastructure.
• • Engage cross-functionally with Legal, Finance, and Business Leadership to ensure compensation programs are aligned with organizational goals and risk frameworks.
• • Maintain a detail-oriented, accountable approach to execution with a high bar for accuracy and timeliness in all compensation deliverables.
• • Support the use of JIRA for tracking and resolving employee compensation-related requests and tickets.
• • Collaborate with external vendors in the compensation technology space to evaluate and implement new tools or services.
• • Stay informed on global compensation trends and best practices to ensure Dandy’s programs remain competitive and equitable across all markets.