Responsibilities:
- Design and implement a comprehensive performance management framework, including policies and processes, ensuring they are robust, objective, and aligned with organizational goals.
- Develop and enforce a company-wide performance management policy that accurately reflects individual and team performance.
- Support middle and senior managers in communicating key performance indicators (KPIs) to their teams and in setting performance goals that align with business objectives.
- Effectively communicate performance management programs and policies to staff, clarifying how performance will be assessed, rewarded, or developed.
- Provide tools and guidance to managers and heads of departments for professionally delivering performance evaluation feedback to their teams on a one-on-one basis.
- Monitor and assess the effectiveness of the performance management system and communication strategies, using data and feedback to drive continuous improvement.
- Create and oversee compensation strategies designed to attract, motivate, and retain employees.
- Conduct salary studies to recommend a compensation structure that balances organizational budgets with industry standards.
- Ensure compensation remains competitive and relevant through job analysis, employee feedback, and external market analysis.
- Develop and manage non-monetary compensation strategies to strengthen the organization’s employee value proposition.
- Design and implement employee benefits programs, including health and wellness initiatives, and group health insurance, within budget constraints.
- Analyze financial and HR data using data mining, modeling, predictive analytics, and benchmarking to generate insights for decision-making.
- Create data-driven presentations and dashboards to visualize HR metrics and benchmarking results.
- Stay informed about local and global HR trends to provide insightful data analysis and benchmarking.
- Implement and manage various HR services according to the service management framework and HR policies.
- Lead HR transformation initiatives to enhance service delivery and cost efficiency.
- Research and apply relevant labor policies, employment laws, and regulations, including those affecting foreign nationals and fair consideration frameworks.
- Collaborate with the legal and compliance team to draft and issue employment contracts, ensuring compliance with statutory requirements.
- Communicate with employees regarding benefits, payroll deductions, retirement, re-employment, and termination guidelines.
Requirements:
- Bachelor’s degree in HR, Business Administration, or a related field with at least 4 years of experience in analyzing, designing, or administering Total Rewards or Compensation and Benefits programs.
- IHRP-CP certification is preferred.
- At least 2 years of experience in developing and managing performance management frameworks and policies as part of a Total Rewards strategy.
- A minimum of 2 years of experience in developing and executing short-term incentive plans (STIP) and annual increments across various functions such as sales, service, manufacturing, backend support, and retail.
- Strong analytical skills with a passion for working with data to develop hypotheses and solutions.
We regret to inform that only shortlisted candidates will be notified.
Eline Poh Qiao Ying, R2198980
EA no. 23S2032
