Compensation & Benefits Manager

at  ONE SEVEN CONSULTING PTE LTD

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.

• 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.