Senior Analyst - Total Rewards & HRIS

About the role

The Senior Analyst - Total Rewards & HRIS plays a key role in supporting BW Energy's global total rewards and mobility agenda. The position provides analytical, operational, and governance support across compensation, benefits, global mobility, remuneration committee activities, and reward-related HR systems. Working in partnership with HR leaders, Finance, Payroll, and external providers, the role contributes to the development and implementation of reward programmes that support the attraction, retention, and engagement of talent across BW Energy's global operations. The role also supports compensation benchmarking, mobility frameworks, executive remuneration reporting, and reward governance, while ensuring data accuracy, compliance, and effective programme administration. The position plays a key role in attracting and retaining talent across BW Energy's global footprint, spanning operations and offices in Africa, the Americas, Europe, and Asia. 1. Total Rewards Strategy - Support and maintain the development, implementation, and maintenance of global total rewards programmes, including competitive compensation structures, salary bands, and job architecture aligned with market benchmarks. - Lead annual compensation review cycles (merit increases, bonuses, and equity/LTI programmes), including budgeting, modelling, and communication across all global locations. - Oversee and administer global benefits programmes, including health insurance, life insurance, income protection, pension and retirement plans, and other statutory and supplementary benefits. - Conduct pay equity analyses and ensure compliance with applicable compensation regulations in each operating country. - Conduct regular benchmarking and market analyses using recognised industry surveys (e.g. Mercer, Willis Towers Watson) to ensure competitive market positioning. - Support and maintain the development and maintenance of a global job architecture framework, including job levelling, grading, and pay band structures consistent with the Company's size and operating model. - Support the design, implementation, and administration of equity or share-based incentive programmes applicable to BW Energy employees. 2. HRIS Management - Own the HRIS roadmap, system configuration, data governance framework, and integrations across payroll, ATS, finance, and performance management systems. - Support the implementation of new modules, workflows, and automation initiatives to improve HR operational efficiency and reporting capabilities. - Ensure data accuracy, security, and reporting standards across all HR systems. - Maintain and continuously improve the integrity of total rewards data within the HRIS, ensuring accurate records for all compensation and benefits elements. - Provide training and guidance to HR teams and business leaders on HRIS functionality, reporting tools, and dashboards. 3. Global Mobility & International Assignments - Support the development and continuous improvement of BW Energy's global mobility framework, policies, and guidelines. - Partner with the Company's global employment and mobility service providers to ensure the effective delivery of international assignment, relocation, immigration, and tax services. - Review and recommend assignment packages, including housing, relocation support, tax philosophy, cost of living adjustments and other expatriate benefits in line with company policy. - Maintain global mobility policies, assignment templates, and governance documentation. - Provide mobility cost projections, scenario modelling, and recommendations to support business decisions. - Develop communication materials and guidance to support employees and managers involved in international assignments. 4. Remuneration Committee Support - Support preparation of board-ready materials, including compensation benchmarking data, incentive plan information, and executive remuneration analysis. - Compile, validate, and maintain compensation and market data to support remuneration-related discussions and decision-making. - Coordinate with HR, Finance, Legal, and external advisors to gather information required for remuneration-related reviews and reporting. - Ensure all materials meet governance standards of clarity, accuracy, and defensibility. - Maintain accurate records, documentation, and audit trails relating to remuneration decisions and governance processes. - Maintain documentation for regulatory compliance (e.g. disclosure of compensation decisions, pay ratio reporting, clawback policies). 5. Compliance & Governance - Ensure adherence to compensation laws and regulatory requirements across all operating jurisdictions. - Partner with local HR representatives to implement country-specific programmes that comply with applicable labour legislation and statutory requirements. - Maintain audit trails for compensation decisions and HRIS changes. - Support internal and external audit activities relating to compensation, benefits, and HR s

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