Key Responsibilities:

• Total Rewards Strategy Development

• Develop and implement competitive total rewards frameworks that align with the organization’s business goals.

• Ensure alignment with market trends and internal equity to attract and retain high-performing talent.

• Job Evaluation & Remuneration Surveys

• Conduct job evaluations using established methodologies to assess internal roles.

• Participate in and analyze external remuneration surveys to benchmark compensation practices against industry standards.

• Salary Structure Management

• Design and maintain a robust salary structure including salary bands, pay ranges, and job grades.

• Ensure that compensation decisions are aligned with internal consistency and external competitiveness.

• Integration with Performance Management

• Collaborate with the Performance Management team to link rewards with employee performance outcomes.

• Implement pay-for-performance models that support a high-performance culture.

• Job Evaluation & Benchmarking

• Lead the end-to-end job evaluation process for both new and existing roles.

• Develop consistent frameworks to classify roles fairly and transparently within the organization.

• Recognition and Retention Programs

• Design and oversee employee recognition programs to foster a culture of appreciation and motivation.

• Develop and manage retention strategies such as long-term incentive plans, equity programs, and specialized rewards for critical talent segments.

• Data Analytics & Compliance Reporting

• Conduct regular pay audits and analysis to ensure fairness and equity across the organization.

• Ensure total rewards programs comply with internal policies and all relevant labor laws (e.g., equal pay legislation).

• Provide strategic insights and reports to senior management based on compensation and workforce data.

Key Competencies and Skills:

• Strong analytical and quantitative skills

• In-depth knowledge of compensation structures and job evaluation methodologies (e.g., Hay, Mercer)

• Familiarity with performance management systems and integration

• Strategic thinking with ability to influence executive decision-making

• Advanced Excel and HRIS system proficiency

• Strong interpersonal and communication skills

• Knowledge of local and international labor laws related to compensation and benefits

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field (Master’s degree preferred)

• Professional certification such as CCP (Certified Compensation Professional) is a plus

• Minimum 7–10 years of progressive experience in Total Rewards, Compensation, or HR Strategy