The Senior Manager, Rewards & Well Being plays a crucial role in developing and implementing effective remuneration framework and executive compensation strategies for the Singtel Group. This role involves reviewing, designing, and implementing competitive remuneration policies and plans that are aligned with business strategies, and leading efforts in executive compensation benchmarking. Additionally, as a strategic Rewards Partner, the incumbent will provide advice on performance matters and remuneration programmes and participating in initiatives to develop effective reward strategies.
Key Responsibilities:
Overall Remuneration Framework and Executive Compensation
- Is part of the centre of expertise on all remuneration matters.
- Review, design, and implement remuneration framework, policies and plans to ensure market competitiveness and alignment with business strategies.
- Lead the team to work closely with external consultants in the executive compensation benchmarking and remuneration framework review.
- Assist in secretariat support to the Executive Resource and Compensation Committee (ERCC), which include working with senior stakeholders to table items for ERCC’s discussion and approval.
Performance Management and Remuneration Review
- Lead the team in the annual performance and remuneration exercise at the Group level, which include bonus/increment pool determination and distribution.
- Manage the budget for the annual salary and incentive plans, including working closely with the Finance team on budget accrual and tracking, and statutory reporting for share plans.
- Conduct salary benchmarking exercises to ensure market competitiveness.
Rewards Partnering:
- Provide advisory to Businesses as a strategic Rewards Partner
- Partner closely with People & Culture team to implement Group-wide performance and remuneration programmes.
- Conduct job evaluation for new and expanded senior roles.
- Participate in new projects and initiatives to develop reward strategies that are both effective and aligned with business needs.
The ideal candidate should have/be:
- Holds a degree or equivalent qualification; and IHRP certification is preferred.
- At least 8 to 10 years of experience in compensation and benefits, and at least 5 years in a team lead role.
- Experience in short-term and long-term incentives plan (shares, ESOP etc) design and implementation, preferably with experience in executive compensation.
- Good mix of hands-on and design/strategy formulation experience.
- Analytical and meticulous, and strong proficiency in Microsoft software skills
- Strong communication and writing skills, and ability to engage senior stakeholders effectively.
- Able to lead team members to collaborative effectively in a dynamic environment.
