APAC Total Reward Regional Director

At Alstom, we understand transport networks and what moves people. From high-speed trains, metros, monorails, and trams, to turnkey systems, services, infrastructure, signalling and digital mobility, we offer our diverse customers the broadest portfolio in the industry. Every day, more than 80 000 colleagues lead the way to greener and smarter mobility worldwide, connecting cities as we reduce carbon and replace cars.

APAC Total Reward Regional Director is the single point of contact at regional level for Total Rewards and international mobility policies, programs and processes deployment; He/She develops appropriate Compensation & Benefits practices for the countries in the region in line with corporate policies and local reality, in order that Alstom can attract, retain and motivate employees whilst optimising compensation structure;

This role is to ensure organization feasibility, internal equity and market competitiveness and supports VP HR Region and Country HRs / HRBPs on Total Rewards and HRI matters

Salary review & other comp:

• Manage the regional organization sizing process, manage job grading for the region
• Co-Lead salary survey once a year in connection with Group Comp team
• Design proposals for senior managers increases during the year
• Define and communicate salary review guideline and calendar
• Review and propose to corporate salary band and country budget for main countries (delegated to HR area for small countries), and update in ALPS (People System).
• Manage Global Consulting contracts for benchmarking services.
• train HR on STI (Short Term Incentive) process and implementation on ALPS (People System)
• Lead the regional needs related to Compensation topics such as (Retention plan, salary survey, salary review budget, selection of local salary survey provider)

Restructuring and termination packages                

• On request participation to restructuring plan design
• On request contribution to individual termination packages design

Job evaluation and Job grading:

• Manage the Job evaluation process aligned with Business vision including responsibility for cross country consistency checks, 
• Validate and approve of positions evaluations and individual ranking for region,
• Validate the sizing for company, country, units
• increase awareness on grading and job evaluation among HR community by leading training on Job evaluation and manager awareness

Short Term incentive:

• Ensure appropriate follow-up of process and tools during STI (Short Term Incentive) process
• Design management of local incentive plan & coordinate with Finance for Financial Objectives.
• Validate local plans & approve all deviation from guidelines.
• Working closely with Senior management,  develop meaningful measures for the local Short Term Incentive for the Region / Operations / Sales / Project Management

• Ensure measures are clearly defined, clearly understood and trackable
• Working closely with Finance, identify financial targets for all Short Term Incentive measures
• Design and implement a communications process to ensure that the Short Term Incentive design is communicated to the organization clearly and in a timely fashion
• Recommend and secure approval for a process to ensure the Short-Term Incentive design / measures / targets are finalized and communicated to plan beneficiaries prior to March 31 of the plan year
• train HR on STI  (Short Term Incentive) process and implementation on ALPS (People System)

Benefits:

• Analyse and identify ways to improve our benefit policies/practices. Suggest ways of improvement and deploy them in connection with Corporate
• Approve benefits changes, implementations and terminations
• Coordinate with Country to comply with policies and guidelines taking into account local cultures, legislations and requirements
• Validate changes of consultant, actuary, administrator, insurance company and investment managers
• Support Finance on Accounting, Funding and investments strategies for pensions
• Participate in main local Trust and Committees for pensions

Performance measurements:  

• Adherence to the C&B region and global guidelines and principles
• Timing of various C&B activities – Salary reviews / STI / Policies
• Feedback from various stakeholders on quality of service (Business HR Partners, Employees)
• Accuracy of input with strong contribution in enhancing an E&C culture.

You don’t need to be a train enthusiast to thrive with us. We guarantee that when you step onto one of our trains with your friends or family, you’ll be proud. If you’re up for the challenge, we’d love to hear from you!

Important to note

As a global business, we’re an equal-opportunity employer that celebrates diversity across the 63  countries we operate in. We’re committed to creating an inclusive workplace for everyone.