Compensation Benefits Manager

PURPOSE OF THE JOB

To develop, manage and continuously improve the organisation's Compensation & Benefits (C&B) strategies, policies and practices to ensure internal equity, external competitiveness, cost effectiveness and employee satisfaction. The role is responsible for monitoring market trends, evaluating industry best practices and implementing appropriate compensation initiatives aligned with the organisation's business objectives, corporate values and financial priorities.

The position also provides strategic advice and business partnering support to management and Business Units on compensation matters, ensuring that C&B programmes remain competitive, sustainable and aligned with organisational needs.

PRINCIPLE DUTIES

A. Compensation & Benefits Strategy and Policy

• Review, develop and implement Compensation & Benefits policies, procedures and frameworks to ensure alignment with market practices, organisational objectives and applicable regulatory requirements.
• Conduct market benchmarking, salary surveys and compensation analyses to assess external competitiveness and maintain internal pay equity.
• Recommend policy enhancements and compensation adjustments based on market data, business needs and sound analytical justification.
• Develop and maintain compensation structures, salary ranges, job grading, job evaluation methodologies, job description frameworks and promotion policies.
• Review and recommend improvements to employee benefits programmes, including medical coverage, insurance, leave and other employee-related benefits.

B. Compensation Planning and Administration

• Lead the annual salary review, increment planning, bonus distribution and incentive scheme processes in accordance with approved policies and budgets.
• Evaluate and advise on compensation proposals for new hires, promotions, transfers, retention, market adjustments and other ad hoc salary reviews.
• Partner with HR Business Partners and Business Unit Heads to develop appropriate compensation recommendations that balance talent attraction, retention, internal equity and cost considerations.
• Oversee the administration and governance of Compensation & Benefits programmes to ensure accuracy, consistency and compliance with established policies.
• Monitor compensation trends and assess the effectiveness of existing programmes, recommending improvements where necessary.

C. Financial and Budget Management

• Work closely with Finance to prepare, monitor and manage Compensation & Benefits budgets and personnel-related expenses.
• Analyse compensation costs, identify cost-saving opportunities and assess the financial implications of proposed C&B initiatives.
• Provide management with relevant reports, cost analyses and recommendations to support informed decision-making.
• Ensure compensation proposals and benefit enhancements remain within approved budgets and established approval authorities.

D. Business Partnering and Stakeholder Management

• Act as a trusted business partner to Business Units on compensation-related matters, providing guidance and recommendations that support operational and strategic requirements.
• Collaborate with HR teams and Business Unit Heads to address compensation challenges, employee retention concerns and market competitiveness.
• Provide professional advice to management on compensation practices, remuneration trends and emerging C&B developments.
• Communicate C&B policies, programmes and changes effectively to relevant stakeholders to promote understanding, consistency and compliance.

E. Governance and Management Reporting

• Prepare and present Board papers, management proposals and business cases relating to compensation policy changes, remuneration structures and new benefit programmes.
• Ensure C&B policies, practices and processes adhere to internal governance requirements, approval authorities and applicable employment legislation.
• Maintain appropriate documentation, records and controls to support transparency, consistency and audit readiness.
• Monitor industry developments and recommend relevant improvements to strengthen the organisation's C&B framework.

F. HR Projects and Continuous Improvement

• Lead and participate in HR transformation initiatives and cross-functional projects beyond the Compensation & Benefits function, as assigned.
• Identify opportunities to improve C&B processes, systems, reporting and operational efficiency.
• Support the implementation of HR systems, tools and process enhancements relating to compensation administration and workforce cost management.
• Undertake other duties and special projects as assigned by management.

KNOWLEDGE / EXPERIENCE REQUIRED FOR THE JOB

• Minimum 8–10 years of relevant experience in Compensation & Benefits, with demonstrated expertise in compensation strategy, salary benchmarking, job evaluation, benefits administration and remuneration management.
• Proven experience in salary review exercises, bonus planning, incentive schemes, compensation structure development and personnel cost budgeting.
• Experience in preparing management proposals, Board papers and compensation analyses to support strategic decision-making.
• Demonstrated ability to partner with senior management, HR Business Partners and Finance on compensation matters and workforce cost optimisation.
• Demonstrated ability to partner with senior management, HR Business Partners and Finance on compensation matters and workforce cost optimisation.
• Strong analytical and numerical skills, with the ability to interpret compensation data, salary benchmarks and financial information.
• Sound knowledge of compensation structures, job evaluation, salary benchmarking, benefits administration and remuneration practices.
• Strong financial acumen, including budget preparation, personnel cost analysis and cost management.
• Proficiency in Microsoft Excel and PowerPoint, with the ability to prepare analytical reports and management presentations.

ACADEMIC / PROFESSIONAL QUALIFICATION

• Bachelor's degree in Human Resource Management, Business Administration, Statistics, Finance or a related discipline.
• Relevant professional certifications in Compensation & Benefits, Human Resources or remuneration management would be an added advantage.
• Relevant experience in Compensation & Benefits, with demonstrated exposure to compensation planning, salary benchmarking, benefits administration and budget management.