Supervisor Remuneration & Social Benefits

FUNCTION: HUMAN RESOURCES/COMPENSATION & BENEFITS

Type of contract: CDI Job description: The main mission of the Compensation & Benefits Supervisor is to guarantee a reliable, compliant and timely payroll while participating in the development and optimization of AGL CI's compensation and benefits policy. The incumbent combines operational rigor and analytical ability to improve social performance, enhance the attractiveness of human resources and promote a positive employer brand. Thus, its activities will be:

1. Pay and administration of staff Manage the production of monthly pay from end to end: collection, control of variables, inputting, editing and validation of bulletins within the given deadlines. Ensure payroll compliance with social legislation, collective agreements and internal procedures. Manage specific payroll events: down payments, advances, bonuses, absences, leave, sick leave, staff in and out (including any account balances). Ensure the processing and transmission of mandatory social declarations (CNPS, CMU, etc.). Respond to requests from employees and managers on issues related to payroll and compensation elements.
2. Compensation & Benefits Policy Steering Conduct analyses on the structure of remuneration (fixed, variable, benefits in kind...); Participate in the construction and management of the wage policy (annual review, internal equity, market positioning); Supervise the management of benefits (mutual, pension, retirement, restoration, etc.); Analyze internal practices and propose measures to promote loyalty, motivation and HR attractiveness; Monitor C&B trends (benchmark, taxation, evolution of legal systems).
3. Reporting, budget monitoring and compliance Track key indicators (wage mass, leave, salary costs, etc.). Produce HR reporting and contribute to audits and budget monitoring. Identify payroll and compensation risks, propose corrective actions.
4. Support, advice and continuous improvement Provide technical support to HR teams and managers on pay/remuneration topics; Respond to employee requests (reading newsletters, contributions, absences, holidays, etc.) in an educational way; Contribute to the digitalization and optimization of payroll and remuneration processes; Participate in transversal HR projects (HRIS, employer attractiveness, quality of life at work, social policy, etc.); To foster a culture of compliance, confidentiality and operational excellence within the department.

Education / Qualifications

Bac Training+3 to Bac+5 in HR, management, accounting or social law;

Experience

Proven experience (5 years minimum) in payroll management with an analytical dimension on salaries; Mastery of payroll tools, HRIS and Excel (cross tables, formulas, etc.); Strong knowledge of social and tax legislation, payroll management, compensation systems; Analytical skills, rigor, a sense of confidentiality, the ability to supervise processes and work transversally; Excellent interpersonal skills and a sense of service and ability. Minimum level of study required: Master or equivalent

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