Job Description

Job Description

Governance

  • Maintain and update all job descriptions in alignment with global standards, grading methodology, and evolving business needs.
  • Partner with managers and HRBPs to ensure roles are clearly defined, accurately documented, and aligned with organizational structures.
  • Support the integration of job descriptions into compensation, performance management, and recruitment processes.

    • 3. Cost Modeling for Tenders & Bids

  • Collaborate with Commercial, Finance, and Operations teams to model workforce costs in support of proposals and bids.
  • Develop dynamic cost models that ensure labor cost projections are competitive yet realistic for long-term contract sustainability.
  • Provide insights on pricing strategies tied to talent costs to help win strategic tenders without compromising profitability or delivery capability.

    • 4. Workforce Planning & Strategic Headcount Forecasting

  • Build and maintain workforce planning models to forecast talent supply and demand based on business growth, productivity, turnover, and cost targets.
  • Partner with Finance and Business leaders during budget cycles to define headcount strategies and optimize talent allocation.
  • Perform scenario planning for organizational changes, efficiency projects, and potential geographic shifts.

    • 5. Workforce Cost Optimization

  • Monitor labor costs and drive initiatives to optimize workforce spend while preserving critical capabilities.
  • Lead analysis of internal vs. external workforce mix, location strategy, and organizational design efficiency.
  • Design and track cost-saving initiatives related to compensation levers, job structures, and talent deployment.

    • 6. Governance, Analytics & Reporting

  • Ensure accuracy and governance of all compensation and workforce planning data.
  • Develop executive dashboards and models for decision-making on labor cost, compensation, headcount, and productivity.
  • Lead internal audits and ensure compliance with local labor legislation, global policy, and data privacy standards.

    • 7. Regional & Global Collaboration

  • Actively engage with the Latam CoP for Total Rewards & Workforce Planning to align local execution with global guidelines and share best practices.
  • Provide local input for global compensation program design and enhancements.
  • Support global HR system implementations and standardization efforts across Total Rewards processes.

    • Qualifications

  • Bachelor’s Degree in Engineering, Finance, Economics, or related field (MBA or Master’s degree preferred).
  • Minimum 5 years of experience in Compensation, Workforce Planning, FP&A, or related HR Strategy roles, ideally in a multinational environment.
  • Advanced English
  • Advanced Power Bi
  • Strong knowledge of Mexican labor laws, benefits, and compensation practices; understanding of regional trends in LatAm is a plus.
  • Experience managing WTW survey participation, salary benchmarking, and job evaluation methodologies.

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