Responsibilities

• Lead the formulation, review and implementation of compensation frameworks and policies for non-clinicians’ job groups.
• Drive annual salary increment and bonus exercises, from planning, costing simulations, proposal development, approval processes and execution to communications.
• Ensure alignment of compensation frameworks with organisational values, HR strategies, and manpower budgets.
• Work closely with external and internal key stakeholders to ensure smooth implementation, timely communications and payouts.

• Represent Company in contributing to discussions and preparation of initiatives, such as salary enhancements and harmonisation initiatives.
• Consolidate feedback from institutions’ Compensation teams, conduct impact assessments, and provide data-backed recommendations to facilitate their decision-making process.
• Coordinate implementation planning and change management across institutions.

• Support annual Union negotiations for bonuses and increment, including preparing cost analysis and counterproposals.
• Participate in CA reviews for compensation related items, taking into consideration the cost impact and operational feasibility at institution-level.
• Manage implementation of changes, including system configuration, communications, and institutional alignment.

• Lead the regular review and enhancement of compensation policies to maintain relevance and compliance with legal legislation, organisational needs, and industry best practices.
• Collaborate with HR Technology and Shared Services teams to ensure policy alignment in HR system configuration and workflows.

• Analyse compensation trends and assess competitiveness.
• Translate market insights into actionable recommendations for management’s consideration.

• Lead the development of compensation-related budget parameters and manpower norm costs.
• Provide regular manpower budget updates to Group Finance for their planning and projections.

• Partner with HR Technology, Project, Shared Services, and institutions’ Compensation teams to ensure smooth implementation.
• Oversees the configuration, testing and deployment of the compensation module within SuccessFactors.
• Ensure business requirements are met and the system changes are aligned with compensation processes.

• Supervise and develop a direct report, ensuring coaching, professional growth and delivery of quality outputs.
• Partner with stakeholders across HR, Finance, institutions’ Compensation teams to ensure smooth implementation of compensation initiatives.
• Support or lead any ad-hoc projects, such as harmonisation of compensation approaches and process.

Requirements

• Bachelor’s Degree in Human Resources or related field. 
• A relevant professional certification (e.g. Global Remuneration Professional) is an advantage.
• Minimum 10 years of HR experience with a strong focus in Compensation.
• Strong analytical skills with ability to interpret complex data using Intermediate Excel skills
• Strong stakeholder engagement in large complex organisation
• Excellent planning, project management and organizational skills
• Good written and verbal communication skills
• Proficiency in SuccessFactors Compensation Module is an advantage