Compensation and Benefits Lead

About Advanced Energy

Advanced Energy Industries, Inc. (NASDAQ: AEIS), enables design breakthroughs and drives growth for leading semiconductors and industrial customers. Our precision power and control technologies, along with our applications know-how, inspire close partnerships and innovation in thin-film and industrial manufacturing. We are proud of our rich heritage, award-winning technologies, and we value the talents and contributions of all Advanced Energy's employees worldwide.

 

Job Summary

The C&B Lead / Sr Specialist is a critical member of the HR team responsible for designing, administering, and continuously improving compensation, benefits, rewards, employee mobility, and workforce data reporting processes. Operating in a fast-paced, highly technical manufacturing environment, this role ensures that total rewards programs are competitive, equitable, legally compliant, and aligned with the company’s talent strategy and growth plans. This position works closely with cross-functional teams—including Employee Relations and Business Partnering, Talent Acquisition, Payroll, Finance, and Site Operations—to deliver a compelling and data-driven employee value proposition that supports business objectives while fostering employee engagement and retention.

 

Key Responsibilities

Compensation & Benefits Strategy and Operations

• Design and implementation of competitive and equitable compensation structures for various roles across the organization.
• Conduct job evaluations and benchmarking using market data and industry comparators to ensure internal equity and external competitiveness.
• Manage day-to-day administration of statutory and company-provided benefits, including health insurance, group life insurance, retirement plans, leave benefits, and wellness initiatives.
• Ensure all benefits programs are compliant with Philippine laws and regulations (DOLE, SSS, PhilHealth, Pag-IBIG, BIR, etc.) and manage regular audit readiness.

 

New Hire and Job Candidate Compensation:

• Evaluate job offers and determine compensation packages that balance market competitiveness, internal equity, and salary ranges.
• Serve as a compensation advisor to Talent Acquisition and hiring managers by offering compensation scenarios and guidance on starting salaries, premiums, and pay ranges for roles being filled.
• Contribute to the calibration of hiring rates for new roles based on market data, production demands, and talent availability.

 

Cyclical Compensation Planning

• Coordinate the end-to-end annual compensation review process including merit increases, market adjustments, annual bonuses, and promotions.
• Develop compensation planning tools, review analytics, and ensure accurate application of compensation guidelines across departments.
• Support calibration sessions and decision-making by preparing dashboards and pay distribution insights.
• Maintain and track promotion decisions, ensuring fairness, internal alignment, and documentation integrity.

 

Employee Mobility

• Facilitate local and international mobility programs such as employee transfers, relocations, and assignments.
• Coordinate mobility-related logistics, including relocation allowances, housing, transportation, and tax implications.
• Partner with external vendors for immigration and documentation requirements for foreign or regionally mobile staff.
• Monitor mobility costs and ensure adherence to internal policies and labor laws.

 

Rewards & Recognition

• Administer and continuously improve the company’s recognition programs, including service awards, on-the-spot recognitions, team awards, and performance-based acknowledgments.
• Design new initiatives that recognize behavior aligned with company values and operational excellence, especially in plant settings.
• Analyze program participation and effectiveness and recommend enhancements to boost employee engagement and culture-building.

 

Reporting, Analytics & Workforce Data Monitoring

• Reporting and analysis of key HR and workforce metrics, including:
• Total rewards cost analysis

• Compensation distribution and equity tracking
• Benefits utilization trends
• Headcount movement and attrition
• Time and attendance, overtime trends, and work hour patterns
• New hire activity and demographic breakdown
• Provide high-quality data to support decision-making in compensati