Senior Compensation & HR Operations Analyst

A Moving Experience

As the Senior Compensation & HR Operations Analyst you will play a key role in designing, analyzing, implementing, and managing compensation programs that align with business objectives. Responsibilities include but are not limited to the oversight of global compensation programs including base pay, merit and promotion programs, budgets, and recognition programs. This position must work effectively with HR Business Partners, other HR COEs, Finance, Executives, and IT. This individual reports to the Director, Global Compensation.

Develops, implements, communicates, and administers compensation programs globally. These programs include but are not limited to base pay, incentive plans, ad hoc analysis, and other incentive programs.

Oversees competitive pay in 16+ countries globally including North America, APAC, and EMEA.

Analyzes and provides recommendations related to new hires / merit / promotions / and other increases.

Works with HRIS vendor to ensure Workday can support all compensation programs.

Stays attuned to innovative new practices in global compensation and presents to HR Leadership team.

Creates materials to effectively communicate compensation plans.

Ensures pay practices are compliant in each country in which we operate.

Works closely with Director, Global Compensation in reviewing program recommendations, associated costs, analysis / impacts, and implementation of plans.

Trains the organization on compensation programs and practices.

Leads year-end merit, bonus and stock planning. Partners with T&OD on performance management connection to compensation.

Supports Sales Operations and may be responsible for sales commission processing.

Creates, implements, and manages Strategic Workforce Planning initiatives and monitoring across the company.

Supports and helps manage intermediate tasks within Workday including but are not limited to reporting, organizational management, job profile configuration, EIB upload, system testing, and development of configuration requirements.

Other projects as assigned which could be in other areas of the Total Rewards or Talent Management teams.

Bachelor's degree required; Master's degree preferred. Minimum 8 years of related experience.

Global compensation experience required; executive compensation and / or equity / stock experience preferred. India compensation experience a plus.

Proven experience in designing and implementing compensation programs and processes tied to business objectives in global organizations.

Business acumen.

Advanced skills in Excel and PowerPoint.

Excellent written and verbal communication skills.

Self-motivated and ability to work well within a fast-paced environment with tight deadlines while maintaining impeccable attention to detail.

Progressive thinker with a flexible, can-do, team-oriented approach.

Strong analytic and consulting skills.

Workday experience preferred.

Cerence Inc. is the global industry leader in creating unique, moving experiences for the automotive world. Spun out from Nuance in October 2019, Cerence is a new, independent company that has quickly gained traction as a leader in the automotive voice assistant space, working with all of the world's leading automakers from Ford and Fiat Chrysler to Daimler, Audi and BMW to Geely and SAIC to transform how a car feels, responds and learns. Its track record is built on more than 20 years of industry experience and leadership and more than 500 million cars on the road today across more than 70 languages.

As Cerence looks to the future and continues an ambitious growth agenda, we need someone to join the team and help build the future of voice and AI in cars. This is an exciting opportunity to join Cerence's passionate, dedicated, global team and be a part of meaningful innovation in a rapidly growing industry.

Equal Opportunity Employer

Cerence is firmly committed to Equal Employment Opportunity (EEO) and to compliance with all federal, state and local laws that prohibit employment discrimination on the basis of age, race, color, gender, gender identity, gender expression, sex, sex stereotyping, pregnancy, national origin, ancestry, religion, physical or mental disability, medical condition, marital status, citizenship status, sexual orientation, protected military or veteran status, genetic information and other protected classifications. Cerence Equal Employment Opportunity Policy Statement.

All prospective and current Employees need to remain vigilant when it comes to executing security policies in the workplace. This includes :

• Following workplace security protocols and training programs to familiarize with the ways to maintain a safe workplace.
• Following security procedures to report any suspicious activity.
• Having respect for corporate security procedures to allow those procedures to be effective.
• Adhering to company's compliance and regulations.
• Encouraging to follow a zero tolerance for workplace violence.
• Basic knowledge of information security and data privacy requirements (e.g., how to protect data & how to be handling this data).
• Demonstrative knowledge of information security through internal training programs.