Compensation & Benefit Manager
Responsibilities
- Develop and implement performance management framework, policies and processes that are robust and objective
- Establish organisation-wide performance management policy, framework and processes that fairly reflect the relative performance
- Provide support to middle and senior managers to cascade and communicate their key performance indicators to their team members and develop performance goals that are aligned to business requirements
- Deliver effective communications on performance management programmes and policies to the people, ensuring that they understand how they will be evaluated, rewarded, or developed, according to their performance evaluation.
- Provide communications toolkit and support to managers and HODs to communicate performance evaluation ratings to their individual staff professionally on a one-to-one basis.
- Monitor and evaluate the effectiveness of performance management system and its related communications efforts by analysing data and feedback and developing continuous improvement actions.
- Develop and administer compensation strategies to attract, motivate and retain workforce.
- Conduct salary study to support recommendations on compensation structure that balances the organisation's financial budget against alignment to the industry range.
- Translate compensation structure through job analysis and evaluations, employee feedback and external industry analysis to ensure that compensation remain relevant for the business and is market competitive.
- Develop and administer compensation strategies to attract, motivate and retain workforce.
- Develop and administer non-monetary compensation to enhance the organisation's employee value proposition.
- Design and implement benefits, including health and wellness programmes, group health insurance benefits, that would meet the needs of the workforce and within the approved budget.
- Analyse financial and HR data by employing data mining, modelling, predictive analytics, and benchmarking tools and techniques to create insights and foresights to guide decision-making.
- Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualisation tools.
- Keep abreast of local and global HR trends and developments to provide further benchmarking insights on data analysis outcomes.
- Implement and operate various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies.
- Implement HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency for the organisation.
- Research and apply prevailing labour policies, employment laws and regulations, including but not limited to tripartism, employment laws for foreign nationals, Fair Consideration Framework,
- Work with in-house legal and compliance division in drafting and issuing employment contracts, taking into account all relevant statutory terms and benefits.
- Communicate with employees on areas such as benefits and claims eligibility and administration, payroll deductions, retirement, re-employment and termination guidelines.
Requirement
- Degree in HR or Business Admin with minimum 4 years of experience in analysis, design and/or administration of Total Rewards or Compensation and Benefits programs;
- IHRP-CP would be advantageous
- Minimum of 2 years of experience in developing and managing performance management framework, policies and processes as part of Total Rewards strategy or framework;
- Minimum of 2 years of experience in developing and executing STIP and annual increment for sales, service, manufacturing, backend support and retail functions;
- Minimum of 2 years of experience in developing and managing performance management framework, policies and processes as part of Total Rewards strategy or framework;
- Enjoys working with data, for analysis, development of hypothesis and solutioning.
