Barcelona City Council | Capital humàBarcelona City Council website

Home  > Job profiles





In compliance with Organic Law 15/1999, of 13 December, under the Personal Data Protection Act, we inform you that data collected will form part of an automated file, under the ownership of BARCELONA ACTIVE SPM S.A., with registered office at 162-164 Calle Llacuna, Barcelona, with the aim of managing enrollments and of informing of the company's activities and services within its field of action. You will be able to exercise access rights, rectification, cancel cancellation and/or opposition via written communication to the Legal Services of BARCELONA ACTIVE SPM S.A. at the aforementioned address.

Get to know this occupation


This professional advises the company, more specifically the general management and the human resources department, on matters linked to employee payment policies, especially commissions and other clearing systems, the purpose being to retain employees by means of objective-based remuneration and in accordance with the market and the strategy of the company. In addition to his/her advisory role in the human resources department, the clearing systems expert devises, implements and manages clearing and appraisal systems in accordance with the policy of the company and establishes remuneration and compensation systems in line with the needs of each organisation.


  • Analyse the company and establishes a communication channel with the management.
    Meet with the management of the company and the human resources manager to identify company needs and set objectives.
    Analyse the business strategy to determine the best-suited clearing model.
    Compare the company's payment policy with that of other companies with similar characteristics.
    Advise the company with regard to remuneration and present the alternatives that may benefit it the most.
  • Designs payment schemes, flexible remuneration models, action plans, etc.
    Draw up scorecards to analyse human resource management indicators in the company.
    Carry out remuneration analyses to assess abilities. Identify any employees with a potential for development by assessing pre-established criteria such as attitude, team work, initiative, contribution to company turnover, etc.
    Draw up an incentive and compensation scheme in accordance with the policy of the company and the market. May combine many remuneration alternatives:
    Cash incentives: bonus schemes, pension plans, company shares, commissions, incentive trips, etc.
    Non-cash incentives: Hourly flexibility, the option to work online, funded training programmes, professional development programmes (such as coaching or mentoring, see coach and e-mentor records), etc.
    Strategic agreements with organisations such as hospitals, universities, nurseries or transportation companies to determine joint action points with regard to salary structures. Strive for the joint work strategy to not only increase levels of employee motivation but to achieve the promotion of own and partner-company products and services.
  • Monitor the results of payment policies.
    Follow up on implemented clearing systems and draw up periodic reports.

Quick access and copyright:

Centre per al desenvolupament professional Porta22
Convent de Sant Agustí
Ca n'Andalet

Barcelona Treball (Porta22)
+34 934 019 899

Barcelona Activa Headquarters
Llacuna, 162-164
08018 Barcelona
+34 934 019 777

Generalitat de Catalunya
Unió Europea FEDER
Unió Europea FSE