"Pay may be one of the best communication and alignment tools available to Management"
OMD Americas provides innovative HR Consulting under a network of Regional Consultants and Cloud tools that make HR Digital transformation available to companies of any sort and size. The Managing Partner owns the brand in the Region, and provides the network with training, standards, and technology for outstanding service and delivery
Leading the overall international Total Rewards and Global Mobility Strategy, providing thought leadership and C&B governance in 30+ countries. Creating these Corporate Functions, moving from dispersed CoEs to an integrated unit with direct reporting lines, career plans, performance measures, aligned practices, integrated vendors, and policies. Partnering with Corporate HR, Global HR Operations and International Business Leaders to deliver Total Rewards solutions
Thought leader in the Western Hemisphere (US, Canada, Latin America, Caribbean), consolidating the Total Rewards CoE creation, and strategy deployment. Lead Consultant for the Global Business Functions and interim Manager for IST (Trading & Supply). Partnering with HRBPs, Operations (payroll, benefits, etc.), Recruiting, HR and business leaders to leverage resources, attract the best talent, and retain key employees in a particularly challenging environment. Interim IST Rewards Manager (Integrated Supply and Trading) North America
Leading C&B for the Andean Business Unit. Deploying C&B philosophy and strategy in the Region. Leading core processes and initiatives e.g. budget and pay review, performance & calibration, vendor management, benefit campaigns and harmonization, surveys, JD and job evaluations, org structure, etc. Providing Total Rewards consulting to HRBPs and Business Leaders to attract, engage and motivate talent
Providing strategic Total Rewards, HR and organizational consulting to Latin American Groups and Global Corporations. Leading the creation of the On-Demand BU (sourcing, recruiting, evaluating and developing the team), in partnership with the Regional Leadership. Member of the Regional Management Committee with PNL, sales, and backlog responsibilities
Complex Systems Inc. (BankTrade) is a pioneer in Trade Finance web-technology. Developing existing and new accounts across global markets. Responsible for sales, marketing and developing the team in Latin America
Azurian is a specialized IT consulting company. Upon receiving VC during the start-up phase, Azurian expanded into five countries. The People Manager´s primary challenge was designing and implementing leading HR processes, including Sourcing & Recruitment, Performance Management, Compensation & Benefits, Career paths, Mobility and Welfare (all successfully achieved). Today Azurian is a recognized IT consulting firm in its markets See less
Providing market insight to c. 70 local and international corporations on Pay, Benefits and HR practices. Delivering benchmarks (surveys), Job Description & Evaluation consulting, and Org Structure analyses. Partnering with Global and Regional Headquarters to deploy major international HR projects
Citibank: International Operations. Credit Analysis. Publicar/Carvajal: Product Manager. Marketing and Sales. Bogota. 1995 - 1997
Benefits become a given if you don't remind them. Is this your case? If so, you may not only be losing a real competitiveness factor but also getting a lower return for your benefit invested money. Don't be afraid to remind employees once, twice and three times...
Benefits are locally driven. Premium plans are more valuable where medical costs for individuals are high, and there is no good option to private insurance. For example, employees would have a different perception where quality health care is government subsidized. The value that employees place on a benefit varies by country.
The right benefit "burden" varies by country. It also depends on the industry, your budget, amongst other variables. Bear in mind that some countries have more/less government-sponsored benefits, as well as mandatory, which also influence your cost.
The concept of "Benefit" is not the same everywhere. For example, certain countries include allowances and working tools. You may want to revisit your programs and costs through this lens.
Certainly, some "perks" may look particular. Be careful as some are culturally valuable, even if they defy the logic in your country. And in many cases they don´t cost much money… perhaps only need small local effort.
Let me offer a tip on cost savings: just by finding synergies and economies of scale (e.g. pooling vendors, fewer brokers, etc.) you could save a lot of money without compromising what employees value.