Sr. Compensation Specialist

KONE, founded in 1910, is one of the largest, award-winning elevator companies in the world and our offering for employees is as competitive as our offering for customers. Not only do we provide highly competitive salaries, company vehicles for specific roles, and world-class benefits for our salaried employees - we also pride ourselves on our culture and principles. Innovation, sustainability, collaboration, and ethical business practices are just some of the pillars that we use to define our own success. Come join our family in KONE Americas to be a part of something big!

JOB OVERVIEW

The Sr. Compensation Specialist is responsible for leading the local development, implementation, communication, change management, and administration of variable compensation, fixed compensation activities, processes, guidelines, policies, and programs. This role reports directly to the Manager of Performance & Reward Americas and is a key member of the Americas Performance and Reward Center of Expertise (COE). The specialist will participate in and/or lead key projects to ensure the execution of the Annual Operating Plan and annual global/local processes.

This role ensures that current compensation practices align with global strategy and local compliance for the United States and supports other countries when global processes take place. Additionally, the specialist will lead the annual process for Kone Bonus Plan, working with the global team to implement and execute these locally and supports/ collaborates with Unit P&C and P&C services on the business-as-usual processes in regards of performance and compensation matters as consultant.

JOB DUTIES:

Compensation Management

• Leads and/or participates in day-to-day management of compensation related activities, global and local initiatives and improvements to deliver against company goals and objectives.

• Implements, educates, consults and administers global compensation strategies, policies, and programs in collaboration with the Global Performance & Reward COE.

• Conducts job evaluations for assigned area(s) to determine appropriate grade and salary assignments using the Mercer IPE methodology.

• Owns the US Job classification code table to determine FSLA status to be shared with Recruiters and Unit P&Cs. Ensuring up to date data is in place in KONE systems.

• Conducts research and analyzes relevant external market data and conditions as well as internal data; identifies trends; prepares reports and recommendations for management based on the research conducted. Ensures current practices and policies align to market best practices. Serves as an internal resource to P&C for compensation research and analysis.

• Advises Unit P&C , Talent Acquisition and People Leaders on compensation matters including external and internal offers, promotions, equity, incentive and other related recommendations and changes.

• Partner with Finance to ensure accurate accrual and payment of compensation programs. Supports mobility to ensure international assignees and other cross-border employees’ salaries are aligned appropriately.

Fixed & Variable Compensation

• Leads the fixed and variable compensation processes including the KONE Global Bonus Plan across Americas using both manual and automated tools.

• Defines processes customized per country, coordinating scorecard assignments, ensuring eligibility rule updates and data quality before calculations, leading audits, performing calculations and building the end-to-end strategy to deploy customized materials, communication and change management plans and end to end strategy.

• Partner with the Global Performance & Reward COE on potential changes/projects related to the annual bonus process.

• Partners with Leadership and Finance on the design, data collection and development of local incentive plans including sales and operative plans.

• Ensures that local incentive plans, other allowances, fixed compensation, other incentives and recognition approaches are aligned with KONE’s global reward philosophy, are adjusted to ensure relevance in the local market and are compliant with relevant regulations, laws and employment standards.

• Communicates and trains management and human resources on the processes needed coordinating efforts with P&C process specialist, develop guidelines and tools, provides guidance and consulting to P&C colleagues and management, revie