4 Compensation Analyst jobs in Makati City

Plan, design, implement and administer a comprehensive rewards strategy, and programs including work/life balance programs;
- Strategically assesses the effectiveness of current programs in achieving organizational objectives; identifies best practices and benchmarks; and develops recommendations for modifications to align to HR strategy and business goals.
- Partner with HR and leadership on appropriate total reward packages to recruit and retain talent.
- Bachelor’s degree in business administration, human resources or related field or equivalent combination of training and experience.
- 5 to 7 years experience in Total Rewards (Compensation, Benefits, Wellness) including experience with self-insurance.

**Salary**: Php100,000.00 - Php150,000.00 per month

Schedule:

- 8 hour shift
- Day shift

Supplemental pay types:

- 13th month salary

Ability to commute/relocate:

- Taguig: Reliably commute or planning to relocate before starting work (required)

Location: Pasay (Full Onsite)

Monday to Friday | Day shift schedule

Key Responsibilities:

Compensation Management

• Design and oversee the companys compensation structure, including salary frameworks, incentive plans, and annual merit cycles.
• Conduct market benchmarking and compensation analysis to ensure competitiveness within the retail industry.
• Provide guidance on job evaluations, salary offers, and compensation adjustments.

Benefits Administration

• Lead the development and management of comprehensive benefits programs (e.g., health, wellness, retirement, insurance).
• Evaluate and negotiate with benefits providers to ensure cost-effective and employee-centered programs.
• Monitor benefits utilization and trends; recommend enhancements as needed.

Rewards Strategy & Execution

• Design and implement rewards and recognition programs that support employee engagement and retention.
• Align total rewards strategies with organizational goals, business cycles, and retail market dynamics.
• Partner with HR Business Partners and leadership to address specific business unit needs.

Compliance & Governance

• Ensure compliance with all local labor laws and regulatory requirements related to compensation and benefits.
• Maintain up-to-date documentation of total rewards policies and procedures.

Analytics & Reporting

• Provide regular reports and insights to leadership on compensation trends, workforce cost analysis, and program effectiveness.
• Analyze the impact of total rewards programs on employee satisfaction and organizational performance.

Qualifications:

• Bachelors degree in Human Resources, Business Administration, or related field; Masters degree or HR certifications (e.g., CCP, GRP) preferred.
• Minimum of 810 years of experience in total rewards, with at least 5 years in a managerial capacity.
• Strong background in the retail industry, with a deep understanding of its compensation practices and workforce dynamics.
• Proven expertise in compensation design, job evaluation, and benefits management.
• Excellent analytical, problem-solving, and project management skills.
• Strong interpersonal and communication skills, with the ability to influence and partner with senior leadership.

At EY, you’ll have the chance to build a career as unique as you are, with the global scale, support, inclusive culture and technology to become the best version of you. And we’re counting on your unique voice and perspective to help EY become even better, too. Join us and build an exceptional experience for yourself, and a better working world for all.

The Global Digital Talent team is a strategic technology advisor for Talent, integrating HR Systems, PDRA and Process capability to bring together the power of technology, AI, reporting, data & analytics to deliver exceptional employee experiences. The team drives the digital strategy, digital user experience, process automation, solution development, process simplification and standardization across the employee lifecycle:

- Digital Insights: Provides strategic people reporting, analysis, predictive analytics, and workforce planning capabilities to enable EY to make informed, evidence based, commercial decisions to drive business value. Establishes overall organisation effectiveness and value across EY with real time process embedded insights to increase accountability and transparency while delivering at scale.
- Digital Strategy & Innovation: Develops and delivers a vision around how digital assets will transform HR business models and fulfil those business stakeholder needs, goals, opportunities, and challenges.
- Digital Enablement - Continuously deliver new value with adoption of new ways to solve business problems with standard solutions and, exploring and rapidly experimenting within the possibilities of the continuously evolving Cloud system.
- Digital Experience & Process Management - Acts as the steward for identification of opportunities to drive digital innovation and transformation across the employee lifecycle. Responsible for the Digital people experience catering to the evolving and expanding needs of talent & business at large in-tandem with service delivery efficiencies.

The HR Business Analyst role is required to build good client relationships with key stakeholders. This is an important position requiring both technical knowledge and business awareness, providing challenging opportunities for motivated individuals to contribute to the strategic direction of the digital insights team.

The objective will be to organize and execute the deliverables in accordance with the specified business complexity and deliver rich people insights to the business and enable higher quality decision making with less human manipulation.

**Essential Functions**:

- Develop strong partnerships across the business to deliver complex messages and insights.
- Collaborate with reporting enablement and analytics team to build and enable services at scale.
- Work on digital insights projects effectively and leverage deep project experience and insight to optimize project delivery, identify risks and appropriate mitigation strategies, consulting with leaders as needed.
- Analyse and clearly present data and other information to identify significant trends or key issues, provides recommendations and makes presentations on trends, forecasts, supplies, predicts future potentials.
- Actively engage with the team and delivers on the lead’s expectation on the business context, scope, and translate into projects and deliverables.
- Work with the lead to manage the Digital Insights roadmap and ensuring execution of the Digital Talent roadmap
- Support the deployment on new products and service offerings, serves as change lead interacting with stakeholders
- Participate in strategy discussions translating into actionable measurement
- Be an expert across multiple projects or programmes simultaneously, supporting the teams on their requirements gathering, design, change or implementation approach. May conduct one-off business research and analysis tasks related to programme or project scope.
- Work with an insight’s teams and across other digital talent team to deliver across value chain
- Identify and deliver clear recommendations around areas of value creation and communicate scale of opportunity to the business

**Analytical/Decision Making Responsibilities**:

- Gather requirements and agree with digital insights designs across business stakeholders, dealing with different interests and resolving disagreements and conflicts, and sometimes needing to challenge poor requirements and design decisions.
- For allocated processes, execute the team’s decisions to define, delivery and continuously improve the process.
- Translate complex analytical results into actionable recommendations
- Share market insights and review findings with key stakeholders/networks influencing change as required.

**Knowledge and Skills Requirements**:

- Good business acumen - ability to understand data analytics landscape and to consider the functionality and integration requirements in line with the analytical and reporting capabilities required to implement strategic priorities.
- P