1. Total Rewards Strategy & Planning
Policy & Strategic Framework Development
- Develop and maintain strategic, employee-centric C&B policies, ensuring alignment with organizational goals and labor-management requirements.
- Translate corporate/global guidelines into locally compliant Total Rewards frameworks.
Market Intelligence & Competitive Analysis
- Conduct research on market trends, practices and techniques pertaining to total rewards and HR metrics to determine appropriate applications to business requirements.
- Prepare Labour Market Adjustment proposals and provide competitiveness insights to leadership.
Advisory Support for Organizational Change
- Provide advice to business partners in areas of restructuring and reorganization, by providing advice on matters that affect job design, compensation and organizational change.
Financial Planning & Cost Forecasting
- Lead and manage the annual compensation budget provision, including labor costs projections, forecasting, and resource allocation to ensure financial integrity and strategic alignment.
- Prepare compensation forecasts and financial impact analyses to support workforce planning and talent attraction strategies.
2. Total Rewards Core Process Management & Oversight
Performance & Compensation Cycle Management
- Manage the full compensation cycle鈥攊ncluding merit, performance-based salary adjustments, payroll/pension and promotions鈥攅nsuring accuracy, fairness, and alignment with policy.
- Coordinate with HR and business stakeholders to ensure accurate execution, policy consistency, and system readiness for compensation processes.
Compensation Policy Operations & Advisory
- Review, update, and administer compensation-related policies, guidelines, and procedures to ensure internal equity and market competitiveness.
- Provides interpretation and guidance on the management terms and conditions related to compensation and benefits.
HRIS Management & Data Governance
- Ensure accuracy, completeness, and consistency of compensation and benefits data within HRIS (Workday).
- Oversee system-driven reward processes (merit cycle, bonus cycle, structure updates), ensuring technical integrity and readiness.
- Manage reward-related data workflows, system configurations, and periodic data audits.
Job Management & Organizational Effectiveness
- Provide strategic leadership and end-to-end oversight for the Job Management Process (analysis, design, and evaluation), ensuring structural integrity, effective position classification, and sustained organizational effectiveness.
Employee & Manager Guidance
- Provide employees and managers with guidance on benefits provisions, policy interpretation, and HR service procedures.
- Support salary administration and grid placement to ensure consistent and equitable application of compensation frameworks.
3. Governance, Labor Relations & Compliance
Labor Relations & Negotiation Support
- Partner closely with ER and lead compensation-related discussions with labor unions, providing data-driven insights, benchmarking evidence, and policy-aligned negotiation positions.
- Develop negotiation packages grounded in reward strategy, labor-law implications, and organizational cost impact to support sustainable agreements.
Audit, Compliance & Governance Controls
- Ensure Total Rewards operations comply with local labor law, internal governance standards, and external regulatory requirements.
- Prepare statutory reporting, including executive compensation disclosures, and support internal and external audits with complete, accurate data.
- Ensure Total Rewards data integrity and compliance with corporate and legislative requirements