The Reward Partner Compensation (RPC) will partner with business leaders and People & Culture Business Partners to consult on advanced compensation topics in an above country and above business function support model within 3 regions (Americas, EMEA, APAC). The RPC will also work with Reward Analysts, within the PSS organization, to provide education and interpretation of both global and local reward information. The Reward Partner will have a firm understanding of Roche global reward policies and procedures as well as an advanced knowledge of the local/legal reward practices and requirements in the area of practice and geographic area in which they support. The position will work closely with the People and Culture Business Partner on topics related, but not limited, to reorganizations, labor relations, and complex offers pertinent to rewards. Additionally, they will participate in and/or lead global or local project teams, work product teams and squads, as required, for continued chapter enhancement. The RPC is responsible for the governance and adherence of all spine topics in both their business consulting and education/ guidance efforts with the Rewards Analyst position. The RPC applies decision principles to scope work and prioritize initiatives. Additionally, the RPC will fully understand when an escalation is required and follow the escalation path to ensure global alignment. The RPC is accountable for implementing the strategic direction for the reward area of practice (AoP) as set by the People Reward and Recognition Chapter Enabling Team. This will include, but is not limited to, program design, implementation, vendor management and training. The RPC actively contributes to the strategic vision and direction of the Compensation AoP and the PR&R chapter at large. The position seeks opportunities for innovation and value creation and proactively looks for process and program improvements that lead to practice area efficiency and sustainability. The RPC advocates for and assists in the development of the larger reward community and promotes the agile philosophy and mindset in their daily work. The Compensation Reward Partner is a compensation expert and is responsible for staying abreast of global and locally relevant compensation market trends. The compensation reward partner has a deep understanding of all enterprise compensation programs, processes and practices and provides consulting and education/training that is in line with the enterprise solutions and the overall strategic guidance on compensation related topics, ie. market competitiveness, internal/external equity, bonus program eligibility etc. Key Responsibilities: The key responsibilities of this position include, but are not limited to: Collaborate with business and P&C leaders to create innovative approaches and solutions to complex issues. Provide guidance, coaching and training to the reward analyst position to enable the understanding organizational structures and roles, policy interpretation, etc. Ensure global and local/legal guidelines are understood and adhered to Global and/or local squad participant or leader, as required, to address chapter challenges or work cross chapter to solve for or enhance Serve as a member of the PR&R chapter in the continual improvement of work processes and in reducing work from the system in order to create a more efficient and streamlined organization Requirements: The following are requirements for the individuals in this position: Expertise and experience in applicable reward and recognition field Strong analytical skills Advanced Critical thinking Mastery of analysis tools (i.e. Excel, Access, Smartsheet) Strong communication skills and the ability to turn data into a story Prioritization skills Customer Focus expertise Agile Mindset Core capabilities include: Living customer centricity through your day-to-day interactions (incl. needs anticipation, cultural awareness, managing one’s response) Demonstrating problem-solving (incl. active listening, critical thinking, process improvements) Having a growth mindset (incl. taking risks and experimenting, seeking new learning opportunities, asking and giving feedback) Demonstrated understanding of key compensation, benefits and/or mobility philosophies and principles