Global mobility analyst

Responsibilities:
 Survey completion and reporting/analytics
 Collect and assess benchmark data from/to the market;
 Perform job leveling job pricing and evaluations for new or revised jobs;
 Perform Total Comp analysis;
 Recommend compensation changes to the business (salaries, lump sums, etc.);
 Act as a consultant in the creation or modification for Short Term Incentive plans;
 Execute salary equalizations and off cycle increases;
 Support Annual Comp Planning process;
 Focal point between the external client and the HR in questions of remuneration, benefits, pay items and
clarification of the policy for the employee;
 Support in reviewing policies and regulatory instructions and analyzing exceptions when requested.
Main results obtained:
 A major review on off cycle to exclude a lot of employees that are not eligible to some of the Syngenta’s bonus.

Responsibilities:
 Be the operational anchor point of mobility in Group HR;
 Managing the 3rd party provider monthly payroll runs (HR input, feedback and review/first signing-off) and yearend
payroll work (including employer declaration obligations);
 Responsible for filtering and/or addressing enquiries from internal (employee, management) or external
stakeholders (e.g. social/tax authorities) as may be required
 Acting as a trusted advisor to employees on questions related to their employment, insurances, permits, payroll
enquiries, etc.
 Accountable for the execution of ‘from hire to retire’ operational HR processes, manage the administrative lifecycle
of employees from onboarding to offboarding in collaboration with the HR Service Centre, invoicing and
benefits administration activities
 Responsible for answering any internal, external or statutory audits as may be required
 Acting as a liaison and coordinator between the Global Mobility COE and stakeholders
 Monitoring global mobility cases, following-up on actions and bringing the right parties together to resolve
issues, ensuring successful delivery;
 Articulating Global Mobility policies to stakeholders and ensuring the necessary compliance;
 Assisting stakeholders in preparation of Mobility business cases, providing information necessary for decision
making;
 Participating in regional or global HR or HR Operations projects as may be needed and agreed;
 Supporting global or regional HR processes, e.g. C&B, Talent Management, HRBP, Payroll, Employee
Engagement, Recruitment related, as may be needed and agreed
Main results obtained:
 A major review of the company's internal policy to implement changes gradually and, thus, create and update
new procedures;
 Improvements in internal control through a detailed analysis related to the benefits previously paid, causing a
return of 30k dollars to the company.

Responsibilities:
 Development and implementation of corporate policies, guidelines and tools;
 Prepare the compensation, benefits and taxes budget, providing information and analysis to the finance
department;
 Manage and coordinate operations and relationships with external vendors within relocation and tax services;
 Responsible for the level of service/assistance needed from external partners;
 Be part of developing and implementing new processes within global mobility;
 Drive annual reoccurring Global mobility tasks related to tax return and bonus season;
 Ad hoc governance projects, analysis and reporting;
 Management of the employees' compensation and benefits package;
 Ensure information for analysis, cost projections and more favorable scenarios for decision making;
 Manage issues related to expatriation: remuneration and benefits, immigration, housing, moving and taxes;
 Studies on remuneration and human resources practices;
 Ensure strong governance of mobility policy and compliant solutions and monitoring;
 Meet operational demands and support Business Partners in routine activities in the area.
Main results obtained:
 Improvement of the processes for obtaining documents and admission to the payroll, increasing the satisfaction
of the internal client regarding the term initially required;
 Development of a communication action, sending a calendar with the main information for science, facilitating
what is the employee's responsibility, thus making the information clearer and objective.

Responsibilities:
 Monitoring of market trends ensuring competitiveness and best practices in Global Mobility and Compensation;
 Support for business leaders and HR staff on the policy / benefits / costs applicable during the expatriation /
transfer program;
 Be the driver of global mobility at Alstom;
 Creation and maintenance of KPI (s) related to the HR department for other areas;
 Consultancy to internal clients regarding tax, labor and immigration issues;
 Assist employee with arrival and departure formalities such as bank account, local registrations, documentation
and termination procedures, etc.
 Budget control of the area.
Main results obtained:
 Development of an internal action to publicize the requirements of an international transfer, eliminating
inequalities in remuneration and benefits for a class of employees at the same level.
 New contracts with suppliers of immigration and relocation, reducing about 30 to 40% of the cost in view of the
services provided.

Responsibilities:
 Focal point for expatriates and expatriates at Brazilian branches during the transfer;
 Analysis and interpretation of international agreements to avoid double taxation and international agreements
on social security;
 Provide subject matter expertise and ensure company compliance with appropriate governmental
regulations/guidelines;
 Application of the company's global mobility policies;
 Contact with HR of the client company in the development of better service to expatriates
 Expatriation cost reduction analysis for both parties involved;
 Individual tax, labor and social security reviews.
Main results obtained:
 Satisfaction of the HR of the client company for avoiding inconvenience in the DIRF and consequences of fines
due to the tax treatment adopted;
 Regularization of the tax situation of a VIP executive in view of the practices adopted by the company in tax
and labor aspects.

Responsibilities:
 Application of the company's global mobility policies;
 Elaboration of tasks related to tax obligations for more than 200 expatriates or tax residents in Brazil;
 Assessments of risks and opportunities in expatriation planning - based on immigration, labor, tax, social
security and best market practices;
 Analysis of tax, labor and social security obligations - expatriate employee x company;
 Expatriation cost reduction analysis for both parties involved;
 Provide subject matter expertise and ensure company compliance with appropriate governmental
regulations/guidelines;
 Individual tax, labor and social security reviews;
 Tax, labor and social security advice regarding compensation plans based on stock options.
Main results obtained:
 Greater clarification on the part of the HRs of the companies, where it became clear how the figure of the
expatriate and expatriate fits within the corporation in all aspects: labor, tax, immigration, payroll, benefits and
career.