Job Purpose
The Senior Lead/ Lead, Compensation & Benefits (C&B) is responsible for leading the organisation's compensation and benefits strategy, frameworks, and initiatives to ensure market competitiveness, internal equity, regulatory compliance, and alignment with organisational goals. The role partners closely with business leaders, HR stakeholders, and external partners to drive strategic C&B initiatives, workforce cost optimisation, policy governance, performance management, and digital transformation of C&B processes.
Key Responsibilities
1. Compensation & Benefits Strategy
- Develop, review, and implement compensation and benefits strategies, policies, and frameworks aligned with organisational objectives and workforce needs.
- Ensure compensation structures remain competitive, equitable, and sustainable through regular market benchmarking and analysis.
- Lead the review and enhancement of salary structures, incentive frameworks, benefits programmes, and reward initiatives.
- Support the development and administration of executive and C-suite compensation frameworks, including remuneration benchmarking and governance.
2. Performance Management & Annual Rewards Exercise
- Serve as the policy custodian for the organisation's performance management framework, policies, guidelines, and processes.
- Review and enhance performance management policies and processes to ensure alignment with organisational goals, performance culture, and governance requirements.
- Lead and oversee the annual performance review cycle, annual salary increment exercise, and performance bonus payout process.
- Partner with HR Business Partners, Finance, and business leaders to ensure smooth execution, consistency, calibration, governance, and timely completion of annual reward exercises.
3. Market Benchmarking & Analysis
- Conduct local and regional compensation and benefits benchmarking using reputable market surveys and data sources.
- Analyse market trends, salary movements, and emerging practices to provide strategic recommendations to management.
- Partner with stakeholders to evaluate market positioning, affordability, and workforce competitiveness.
- Provide insights and recommendations relating to executive compensation trends and market practices.
4. Compensation Review & Implementation
- Drive the implementation of new compensation plans, benefits schemes, reward and mental well-being initiatives.
- Ensure smooth operational execution through effective planning, stakeholder engagement, communication, and governance.
- Support compensation-related matters for senior leadership and key appointments where required.
5. HR Policy Governance & Compliance
- Review and align HR policies, guidelines, and processes to support Compensation & Benefits strategies and organisational governance.
- Ensure compliance with employment legislation, statutory requirements, audit controls, and internal policies.
- Provide advisory support to management and HR Business Partners on compensation-related matters.
6. Workflow Optimisation & Digitalisation
- Lead process improvement and digital transformation initiatives relating to compensation, benefits, and performance management administration.
- Collaborate with HRIS and relevant stakeholders to streamline workflows, automate processes, and improve operational efficiency and employee experience.
7. Budgeting & Resource Allocation
- Plan and manage the annual budget of the Department. Prioritise the allocation of resources to achieve department's objectives within the approved budget.
Requirements
Qualifications
- Degree in Human Resource Management, Business Administration, Finance, Accountancy, or related discipline.
- Professional certifications in Compensation & Benefits, Human Resources, or Rewards Management will be an advantage.
Experience
- At least 8–10 years of relevant HR experience with strong specialization in Compensation & Benefits, preferably in a mid-to-large organisation.
- Preferably possesses prior HR Business Partnering (HRBP) experience with demonstrated ability to partner business leaders on workforce planning, organisation development, manpower strategies, executive and C-suite compensation matters and change management initiatives.
Knowledge & Skills
- Strong knowledge of compensation frameworks, rewards strategies, executive remuneration practices, performance management processes, and market benchmarking methodologies.
- Good understanding of employment legislation, HR governance, and regulatory requirements.
- Strong analytical, numerical, and problem-solving skills with the ability to interpret workforce and compensation data.
- Proficient in HRIS systems (Workday) and Microsoft Office applications, especially Excel and PowerPoint.
- Strong project management and change management capabilities.
Competencies
- Ability to handle confidential information with integrity
- Excellent interpersonal, communication & presentation skills
- Able to exercise flexibility through creativity yet maintains a fair approach in problem solving and execution of processes, policies etc.
- Meticulous with an eye for numbers & details
- Team Player
- Service oriented
