Requirements: English
Company: RDM Group
Region: Milan , Lombardy
RDM Group is looking for a Comp & Ben and HR Analytics Specialist to join the HR Team based in Milan (HQ).
Reporting to the Chief HR Officer, the Compensation & Benefits and HR Analytics Specialist is responsible for supporting data-driven HR decision-making by analyzing workforce data, labor costs, and HR KPIs. This includes developing dashboards and reports, and delivering insights to improve HR processes, performance management, and enhance the employee experience.
The role supports the Compensation & Benefits process by researching, designing, and maintaining the company''s pay structures, ensuring alignment with current and future market trends to meet business objectives.
They collaborate in defining the Labor Budget guidelines and are responsible for consolidating the Labor Budget, forecasts, labor cost control, and HR KPIs at Group level.
Additionally, they define tools and systems to monitor and manage all aspects of People Analytics.
Main responsibilities:
- Collect, aggregate, and analyze HR data from various systems (e.g., HCM, Group BI, surveys, Board, Excel files etc).
- Develop and maintain dashboards and recurring reports (e.g., labor cost, FTE, HC, worked hours, absenteeism, overtime etc. metrics).
- Support predictive analytics projects (e.g., attrition risk, performance forecasting).
- Collaborate with other members of HR network to understand business needs and translate them into analytics solutions.
- Analyze compensation trends, pay equity, and internal salary benchmarking to support Comp & Ben processes.
- Provide data insights during salary reviews, bonus allocation, and annual budgeting cycles.
- Support the development and monitoring of compensation structures, benefits utilization, and reward program effectiveness
- Monitor key HR KPIs and identify trends, patterns, and anomalies.
- Participate in HR digital transformation initiatives and data governance.
- Promote a data-driven mindset across the HR function.
- Lead the annual salary review process, including job evaluation, salary benchmarking, and merit increase recommendations, ensuring fairness, consistency, and compliance with regulatory requirements.
- Provide guidance and support to HR business partners and managers on compensation-related matters, including job levelling, salary bands, and incentive plans.
- Collaborate with the HRIS to maintain and update compensation data and systems, ensuring accuracy and data integrity.
- Drive the communication and education of compensation and benefits programs, ensuring employees have a clear understanding of the total rewards offerings available to them
- Keep track of prevailing pay rates and make sure we offer competitive compensation plans trough benchmarking data.
- Contribute in building a competitive pay mix & benefits package, in order to meet the business objectives and responsible for the budgeting and forecasting labor coast at Group Level.
- Collaborate to the HR Group Policies management (Travel & Expenses, Benefits, ...)
- Collaborate with local HR manager to valuate and report on the effectiveness of employee benefit programs.
- Coordinate and manage the HR Budget at Group Level based on company rules and in collaboration with Controlling Manager and HR manager.
- Responsible of Labor cost control at Group level and all related analysis of forecast versus budget.
- Collaborate to rules and tools to set KPI enabling all employees to get feedback on their performance.
Requirements:
- Approx. 5 years of experience in mapping and implementing HR business processes is required;
- Highly data-driven, consultative, passionate about data storytelling, and a great communicator who can use data and analytics technology to solve business problems and influence executive stakeholders.
- Possess strong analytical skills with the ability to think through complex, multidimensional problems;
- Proficiency in using tools like Excel, Power BI, and HRIS to identify trends and improve decision-making;
- Understanding of technology and operational HR processes across functions;
- Strong understanding of HR data and HR employee lifecycle processes (talent acquisition, talent development, workforce planning, engagement, employee listening, learning and development, etc.).
- Familiarity with business KPIs in HR
- Familiarity with global and country level data collection processes and development of analytics that support HR initiatives.
- Strong interpersonal and communicatio