Senior Manager, Total Rewards

Role Overview:

Reporting to the Head of Total Rewards, the Senior Manager, Total Rewards is a strategic people leader and subject-matter expert responsible for shaping, evolving, and executing enterprise-wide compensation, benefits, executive remuneration, and performance governance frameworks.

This senior role operates at the nexus of strategic workforce transformation, business performance, and social purpose. You will lead key compensation workstreams across diverse workforce segments - from corporate professionals and tech talent to large-scale frontline retail, food services, and supply chain operations. You will also provide trusted advisory to C-suite executives, Business Unit leaders, and Board/Remuneration Committees, ensuring FairPrice Group attracts, retains, and motivates top-tier talent while maintaining financial sustainability and regulatory compliance.

Key Responsibilities:

1. Total Rewards Strategy & Framework Design

• Lead the formulation, review, and evolution of FairPrice Group's overall Total Rewards philosophy, ensuring alignment with corporate vision, business targets, and social mission.
• Design tailored reward strategies and compensation structures for heterogeneous business units (Retail, Food Services, Supply Chain, and Corporate Support functions).
• Innovate fit-for-purpose employee benefits, healthcare, and wellness frameworks that enhance employee well-being and drive talent retention across varied demographic groups.

2. Executive Remuneration & Board Governance

• Support and formulate recommendations for the Senior Management Council and Board Staff/Remuneration Committee regarding executive pay, annual incentive pool calibration, and leadership benchmarking.
• Design and govern executive incentive frameworks, including Short-Term Incentives (STI), performance share plans/long-term incentive instruments (LTI), and retention awards.
• Ensure stringent corporate governance, transparent audit readiness, and adherence to relevant Singapore regulations and corporate charter requirements.

3. Enterprise Compensation Cycles & Budget Governance

• Direct and orchestrate the enterprise-wide annual compensation cycle, including salary increment budgets, AWS, performance variable bonus distribution, and promotional increments.
• Partner with Group Finance and BU leaders to model incentive funding pools against financial performance indicators (e.g., EBITDA, operating margin, social impact metrics).
• Establish robust compensation guidelines and governance protocols for off-cycle adjustments, market adjustments, and out-of-band remuneration proposals.

4. Job Architecture Harmonization & Internal Equity

• Lead enterprise job architecture and evaluation reviews (leveraging Mercer / Korn Ferry Hay methodology) to maintain coherent job leveling, job families, and career paths across group entities.
• Monitor internal equity, gender pay equity, and external market competitiveness through continuous participation and rigorous analysis of top industry salary surveys.
• Maintain dynamic salary structures and hiring matrices that empower HR Business Partners and Talent Acquisition while safeguarding cost discipline.

5. Industrial Relations & Tripartite Alignment

• Collaborate closely with Employee Relations and Union partners (e.g., FDAWU) during Collective Agreement negotiations and joint union-management discussions on wage increments and worker welfare.
• Guide the organization's proactive adoption of national tripartite guidelines, the Progressive Wage Model (PWM), and National Wages Council (NWC) recommendations.

6. Stakeholder Partnership

• Act as an expert strategic advisor to HRBPs and BU leaders, translating complex reward concepts into practical business solutions.
• Spearhead enterprise-wide total rewards communication campaigns to elevate employee appreciation of their complete reward package.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, or a related quantitative discipline.
• Professional certifications such as Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), or IHRP Senior Practitioner (IHRP-SP) are highly advantageous.
• 8–10 years of experience, with a stronger focus on Compensation (approximately 80–90% Compensation and 10–20% Benefits).
• Proven track record within a large, multi-entity conglomerate, retail, FMCG, logistics, or complex matrixed organization in Singapore or the Asia-Pacific region.
• Demonstrated hands-on experience in executive compensation, incentive plan modeling, and preparing papers for Board Remuneration Committees or senior leadership.
• Experience in working with unionized workforces, collective agreements, and tripartite frameworks in Singapore is highly desirable.

Technical & Leadership Competencies:

• Ability to connect reward strategy directly with P&L performance, organizational transformation, and market trends.
• Proficient in complex numerical analysis, regression models, scenario stress-testing, and executive dashboards.
• Executive presence with the gravitas to challenge conventions, build consensus, and navigate differing viewpoints among senior executives.
• Solid experience with enterprise HRIS platforms (SAP SuccessFactors) and advanced analytical tools.
• Exemplary ethical standards and discretion in handling highly confidential remuneration and executive data.