**Company**: Qualcomm Intl Inc., Mexico Branch Office
**Job Area**: Human Resources Group, Human Resources Group > Compensation
**General Summary**:
Leads Compensation approach to build robust and thoughtful data driven compensation strategy. Includes developing operational metrics, determining areas of investment globally for executive leadership approval, managing compensation data flow for annual review process, and communicating key compensation metrics to internal and external partners. Partners with members of the Compensation team, HR partners, Finance partners and functional leaders to complete work that is aligned with the company vision. Applies knowledge of principles, best practices, and applicable laws and regulations to enhance our culture by creating an open, fair, and transparent work environment that makes a positive impact on the employees and the company.
**Minimum Qualifications**:
- Bachelor's degree and 7+ years of Compensation, Human Resources, Finance, or related work experience.
OR
Associate's degree and 9+ years of Compensation, Human Resources, Finance, or related work experience.
OR
High School Diploma or equivalent and 11+ years of Compensation, Human Resources, Finance, or related work experience.
**Preferred Qualifications**:
- Bachelor's degree in Accounting, Business, Data Analytics, Economics, Finance, Human Resources, Mathematics, or related field.
- Certified Compensation Professional (CCP)
- 8+ years of Compensation work experience.
- 5+ years of utilizing Compensation-related systems/tools (e.g., Advanced Excel, Workday, Tech Industry Surveys, etc.).
- 3+ years of work experience in a role requiring interaction with senior leadership (e.g., Sr.



Director level and above).
- 3+ years of experience working in a large matrixed organization.
- 1+ year in a leadership role with direct reports.
**Principal Duties and Responsibilities**:
- Leads development of compensation operational metrics and prepares executive level summary
- Partners with People Analytics, Digital People Solutions, IT and HRBPs to stay abreast to attrition and attraction trends
- Gathers and interprets external compensation data trends and reports out head of Total Rewards any impact to current design
- Leads data and analysis for annual compensation benchmarking process by partnering with local compensation and reviewing globally to ensure consistency across job families, levels, and countries.
- Leads data analysis for compensation investment proposals including base pay, annual incentive plans, equity plans and recognition plans.
- Provides support during the company’s annual review process by assisting with a variety of activities (e.g., modeling program funding; developing and testing program guidelines; reviewing proposed recommendations to guidelines, budgets, and internal consistencies; analyzing and developing pay recommendations for a workforce, etc.).
- Provides support for title mapping and other compensation related items for M&A;




- Supports reviews of compensation programs and policies to ensure they are market competitive, aligned with corporate goals, and in compliance with applicable legislative and regulatory requirements and laws.
- Collaborates with Compensation team members, HR Partners, functional leaders, and external consultants to complete work.
- Collaborates with Finance to align with presente and forecasted compensation spend including base pay, annual incentive plans, equity plans, and recognition plans.
- Works cross-functionally with Legal, Finance, Tax, and/or Internal Audit teams to ensure compensation programs are accurately reported and compliant with all applicable laws and regulations.
- Gathers, integrates, and interprets data and information from various sources to understand complex issues and recommends solutions
- Works with data for projects with mínimal direction and conducts analyses to recommend solutions for complex issues.
- Acquires advanced knowledge on the evolving regulatory environment, pay equity, and other areas related to compensation.
- Writes and organizes technical documentation for compensation-related decisions, projects, and/or processes with mínimal supervision.
Qualcomm expects its employees to abide by all applicable policies and procedures, including but not limited to security and other requirements regarding protection of Company confidential information and other confidential and/or proprietary information, to the extent those requirements are permissible under applicable law.
If you would like more information about this role, please contact Qualcomm Careers.

📌 Manager, Compensation (Ciudad de México)
🏢 Qualcomm
📍 Ciudad de México