Senior Analyst - Total Rewards & HRIS

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 systems.

·         Contribute to the development and maintenance of HR and total rewards policies to ensure alignment with BW Energy's values and business objectives.

6.  Stakeholder Partnership

·         Provide guidance to HR Business Partners and managers on compensation matters and workforce planning considerations.

·         Collaborate closely with Finance and Payroll teams on compensation budgeting, accruals, forecasting, and reporting.

·         Partner with Legal on governance matters, regulatory requirements, and policy documentation.

·         Manage relationships with external benefits providers, insurers, pension administrators, and compensation consultants, including oversight of service delivery and contractual arrangements.

·         Support talent acquisition activities by providing market intelligence and compensation recommendations for new hires across all levels.

·         Support HR activities related to mergers, acquisitions, and business development initiatives, including due diligence and integration planning for compensation and benefits programmes.

Perform other duties and responsibilities as assigned.

Education

·         Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.

·         Professional certifications preferred: CCP (Certified Compensation Professional), CBP, SHRM-CP/SCP, or PHR/SPHR or similar from other regions.

·         Certification from WorldatWork or a recognised job evaluation methodology provider is an advantage.

·         Relevant experience may compensate for formal education.

Experience

·         5- 8+ years of progressive experience in compensation, total rewards, or HRIS, with significant exposure to global or multi-country environments.

·         Experience supporting total rewards programmes across multiple geographies.

·         Experience in the oil and gas, energy, or natural resources sector is a strong advantage.

·         Experience supporting international assignments, mobility programmes and expatriate compensation administration.

·         Experience with HRIS platforms (e.g. SAP SuccessFactors, Workday, or Cornerstone).

·         Advanced proficiency in Microsoft Excel and data visualisation tools (Power BI, Tableau) for compensation modelling and reporting.

·         Familiarity with compensation management and benchmarking tools (e.g. Mercer Comptryx, MarketPay, or similar) is an advantage.

Technical skills

·         Good working knowledge of HRIS platforms and reporting tools.

·         Strong modelling and analytical skills in Excel; proficiency in data visualisation tools such as Power BI or Tableau.

·         Strong understanding of compensation structures, benefits programmes and market benchmarking practices.

·         Experience supporting the preparation of executive and remuneration-related reports and presentations.

·         Familiarity with job evaluation frameworks (e.g. Hay, Mercer IPE, Willis Towers Watson GGS, or equivalent).

·         Basic understanding of long-term incentive and equity programmes.

Interpersonal skills

·         High attention to detail and commitment to data accuracy.

·         Ability to present data and insights clearly to HR and business stakeholders.

·         Good organisational, coordination, and stakeholder management skills.

·         Ability to work effectively and sensitively in a multicultural and geographically dispersed environment.

·         High degree of integrity, discretion, and professionalism when handling confidential employee information.

·         Collaborative team player with the confidence to work independently and manage competing priorities.

·         Pragmatic and solution-oriented, comfortable working in a lean organisation where flexibility and initiative are valued.

Knowledge

·         Good knowledge of compensation and benefits principles, practices, and market trends.

·         Working knowledge of international mobility and expatriate assignment practices.

·         Familiarity with remuneration governance processes and executive compensation practices.

·         Familiarity with job evaluation methodologies (e.g. Hay, Mercer IPE, Willis Towers Watson GGS, or equivalent).

·         Familiarity with long-term incentive and equity programmes is an advantage.

·         Familiar with the terminology and operational context of the upstream oil & gas industry.

·         Fluent in English (oral and written)