PstrongMission /strong /ppDesign, manage, and continuously enhance total rewards strategies that align with the company’s goals in talent attraction, retention, and development. Leverage data analytics to drive evidence-based decisions and improve HR processes, ensuring a competitive edge in the market. /ppstrongKey Responsibilities /strong /ppstrong1. Compensation Policies Total Rewards Management /strong /pulliCollaborate closely with the Head of HR to define strategic compensation and reward frameworks. /liliMonitor and analyze the compensation structure and benefits package to ensure both market competitiveness and internal equity. /liliEvaluate market trends to propose and implement innovative compensation packages that meet organizational objectives. /liliEnsure compliance with international policies, including rate range standards. /li /ulpstrong2. Incentive Systems Compensation Reviews /strong /pulliDevelop and manage comprehensive, company-wide incentive plans with a focus on accurate implementation and regulatory compliance. /liliAssist managers in establishing performance criteria and incentive targets that drive organizational success. /liliForecast and monitor the financial impact of incentive programs on overall labor costs. /liliDevelop, update, and communicate guidelines to support compensation review processes and managerial decision-making. /li /ulpstrong3. Compensation Analysis Benchmarking /strong /pulliCoordinate participation in market compensation surveys and benchmarking studies to remain aligned with industry standards. /liliAnalyze compensation data and prepare detailed reports to inform strategic decision-making. /liliImplement and maintain job grading systems (e.g., Mercer) through regular reviews and updates. /li /ulpstrong4. HR Information Systems (HRIS) KPI Management /strong /pulliOversee the development, integration, and maintenance of HRIS tools to optimize HR processes and ensure data integrity. /liliDefine, monitor, and update key HR metrics related to compensation, retention, and performance. /liliCollaborate with IT to enhance system integration and automate HR processes, ensuring timely, data-driven insights. /liliTroubleshoot and resolve issues with attendance management systems, coordinating with external providers as needed. /li /ulpstrong5. Salary Budgeting Forecasting /strong /pulliSupport the planning, preparation, and monitoring of the salary budget in close collaboration with the Finance team. /liliProvide predictive analyses on personnel costs and evolving compensation strategies, adjusting forecasts in line with organizational changes. /liliEnsure that forecast adjustments reflect ongoing strategic business initiatives and organizational dynamics. /li /ulpstrongRequirements Skills /strong /pulliExperience in compensation benefits strategy, compensation analysis, and incentive system management. /liliIn-depth knowledge of HRIS, HR metrics, and digital transformation within human resources. /liliStrong analytical capabilities with a demonstrated ability to interpret complex compensation data. /liliProficiency in Excel and business intelligence tools for comprehensive HR analysis. /liliExcellent communication and interpersonal skills, with the ability to collaborate across all organizational levels. /liliA strategic, proactive mindset with a commitment to continuous process improvement in a dynamic, international business environment. /li /ul