Overall Role Purpose
Reporting to the Group Chief People Officer, this strategic role significantly contributes to overall organizational success. The ideal candidate will drive People & Culture excellence through various initiatives, including the creation of a high-performance culture, short-term and long-term incentive plans, performance goal alignment, and data-driven insights to improve decision-making. They will also oversee the financial budgeting process, year-end financial reporting, and representation at the Compensation Committee.
Responsibilities include leading and managing the design and implementation of compensation & benefits, developing an analytics strategy, and providing strategic insights and tools for effective decision-making. Furthermore, the incumbent will create a comprehensive wellness strategy embedded in the C&B offering and implement reward and performance strategies to maximize employee performance across the Group, encompassing overseas entities.
Key Responsibilities and Results Areas
The main responsibilities of this role are:
Leadership
● Lead the Group's Center of Excellence (COE) for rewards and analytics, ensuring alignment with the Group's global strategic goals.
● Define and communicate a compelling vision and mission for the COE, aimed at enhancing employee engagement, performance, motivation, and professional development.
● Guide and mentor a team of HR professionals, offering guidance, fostering professional growth, and enabling them to excel in their roles.
Compensation and Benefits
● Design and implement regional compensation and benefits strategies that aligns with the Group’s business objectives and industry benchmark, as well as to support the attraction and retention of high-performing / potential employees:
o Review the Group’s compensation structure, framework and optimise performance-based incentive plans (short term and long term) that drive individual and team performance to ensure alignment to business strategies, drive success through people and talent.
o Champion and oversee C-suites’ and non-executive directors’ reward processes and proposals, as well as lead the core cyclical reward activities (i.e. annual salary review, bonus payouts and grants of long-term incentives), including effective engagement with the Compensation Committee (CC) directors for approval.
o Manage Group Insurances and other benefits, including engaging with brokers to manage benefits packages and streamlining processes.
o Advise on compensation strategies, cost projections and tax implications related to expat assignment (i.e. employee mobility)
o Conduct regular market analysis to understand regional compensation trends and ensure rewards packages remain competitive within the respective business pillars’ market.
o Propose state-of-the-art Recognition and/or Benefits that are aligned with Business goals and/or employees’ desires.
o Lead job evaluation processes to determine appropriate salary ranges and ensure internal equity for various roles within the Group.
o Analyse compensation data, identify trends, and provide insights to support data-driven decision-making.
o Keep abreast of regional labour laws and regulations related to compensation practices and ensure compliance in all rewards initiatives, policies, and processes.
Performance
● Develop and execute strategies that align to the Group’s business strategies to optimise employee performance to create a High-Performance Culture.
● Contribute to the creation of annual organizational objectives via BSC and regularly review and assess ongoing performance management processes to evaluate whether they support employee performance and contribute to SingPost’s overarching business goals.
● Oversee the development and execution of performance management framework (i.e. goal setting, performance appraisal and feedback mechanism), ensuring effectiveness and to provide line managers with guidance on goals setting, and conducting fair and effective performance reviews.
● Introduce Individual Development Plans for all professional staff, to systematically Identify competencies/capabilities gaps across the Group and provide learning and development to bridge these gaps/enhance performance.
● Gather and assess business intelligence and the necessary data to assess employee performance and identify individual and departmental workplace issues and development barriers.
Analytics
● Serve as a subject matter expert and consult on human capital and business data and determine the proper approach for analysis, success measurement, and connection.
● Set up an analytics roadmap, identify key questions that will unblock people management obstacles and liaise with technical partners on data infrastructure/integrity.
● Partner with People & Culture Business Partners and key stakeholders to rationalize demand and foster a culture of value-add reporting and analytics.
● Liaise with stakeholders to define critical data requirements, metrics, and reporting frequencies necessary for effectively analyzing trends and predicting future trends to make actionable decisions.
● Leverage on clean data to provide predictive analytics (e.g. profiles of employees that are at-risk of voluntary attrition), performance trends analysis, staff utilization analysis and Business Intelligence dashboards (e.g. recruiting funnel analysis) for Management to make good and timely decisions.
● Automate areas of the People & Culture department such as upgrading AskHR to AI chatbots in answering employees’ HR queries; uplift Talent Acquisition practices into best-in-class ones via Gen AI.
Budget Management and Annual Report Reporting
● Manage the COE's and SG organisation wide’s HR programs budget, allocating resources effectively to achieve HR goals and initiatives.
● Responsible for the corporate governance report and shares write up for annual report, in addition to delivery of long-term incentive reports to Group Finance for financial reporting.
Competencies & Proficiency Requirements
- Leadership Impact & Influence
- Commercial Acumen
- Growth Mindset and Results Orientation
- Superb Communication, Problem Solving & Decision Making skills
- Excellent Adaptability and Team Player
- Highly Innovative and able to develop strategic recommendations
- Expert stakeholders management
Education & Certifications
● Recognised Degree in HR or BA in Economics, Accounting or Finance. MBA is highly advantageous.
Experience
● Extensive experience of at least 20 years in HR, of which 8 or more years should be in people management and senior leadership role.
● An understanding of the Asia Pacific labour market with particular focus on Australia and China.
● Track record in leading executive compensation / regional rewards / compensation & benefits within a multinational environment and familiar in managing rewards for both white-collar and blue-collar workforce.
● Proven ability to drive a performance management framework and initiatives to nurture a high-performance culture.
● Track record of leveraging pragmatic and predictive analytics to advance People agenda with top business leaders.
● Strategic yet hands on, with strong analytical, stakeholder management and communication skills
● Excellent project management skills and ability to thrive in ambiguity.
● Prior experience working with Compensation Committee and Board level engagements is advantageous.
● Superb analytical skills; hands-on experience manipulating and deriving insight from large datasets.
