Job Summary
This role supports the GCHRO in formulating strategies, policies and guidelines governing the practices related to total rewards and HR analytics, and is responsible for delivering pragmatic and comprehensive solutions leveraging on the relevant technology platforms with an aim to heighten attraction, retention and engagement of talents in line with the current and future business priorities and objectives across PPB Group of Companies.
The expected interventions include conceptualizing, designing, developing, driving, planning and implementing a broad spectrum of total rewards and HR analytics frameworks and solutions including optimizing HR technologies to pivot organizational effectiveness and promote high performance culture and talent retention.
Job Responsibilities
Group Total Rewards Strategy, Design, Optimization and Governance
- Lead the design, review and harmonization of Group-wide compensation, benefits and incentive frameworks, balancing Group principles with business-specific requirements, to optimize the Group's ability to attract and retain talents through effective total rewards solutioning.
- Uphold the Group's reward philosophy, including job architecture, grading structures, pay positioning, position-naming convention, performance-linked strategy and rewards governance standards.
- Review, design and ensure total rewards solutions stay relevant to the business priorities and objectives, internally equitable, resource-efficient, incentivizing high performance and demonstration of exemplary behaviors based on the Group's people competency framework, and market competitive within the business operating environment.
- Oversee the Group-level annual reward cycles (including budgeting, performance review, salary review and bonus payout) and ensure robust governance and consistency in practice, upholding pay differentiation to reinforce and recognize desired performance.
- Lead Group-level market benchmarking, job evaluation and pay equity analysis, ensuring competitive advantage, fairness and regulatory compliance.
- Design, review, optimize and enhance benefit programs, taking into consideration the workforce demographics, competitive landscape, cost sustainability and the financial readiness of the Group.
- Partner with Finance on reward cost modeling, forecasting and scenario analysis to support strategic workforce planning.
- Manage relationships with external vendors, ensuring value for money and quality outcomes.
Group HR Analytics and Workforce Insights
- Establish and lead the adoption of a Group HR Analytics framework covering diverse dimensions to facilitate strategic workforce and talent decisions, and support the formulation of short-to-longer term HR strategies and HR policies.
- Design and maintain dashboards and executive-level reporting that translate complex HR data into clear, decision-ready insights. ,
- Ensure strong data governance, quality and consistency across the Group HR Management System.
- Drive the evolution of HR analytics maturity, including data visualization, automation and system integration.
Strategic Advisory and Capability Building
- Act as a trusted advisor to HR and business leaders across the Group on rewards and HR analytics matters.
- Build effective relationships across the Group, engage and collaborate with HR and business leaders in developing solutionsin alignment with strategic business goals and priorities.
- Build rewards and analytics capability across Group HR through formulation and deployment of guidelines, tools, training and coaching support
- Drive alignment and oversee implementation of all enhancement initiatives with change management interventions in collaboration with key stakeholders in each of the operating business entities across the Group.
- Continuously monitor market, regulatory and analytics trends, recommending enhancements to the Group's approach to rewards and HR analytics.
- Lead the total rewards function in business continuity planning and crisis management, and implement strategies towards recovery.
- Perform other functions as may be assigned by immediate supervisor from time to time
Education & Qualification
- Minimum a Bachelors Degree in Human Resources, Statistics or related field. Additional certification in recognized Compensation and Benefits-related courses is an advantage.
Relevant Experience & Years of Service
- Minimum 10-15 years of relevant experience in Total Rewards and HR Analytics, including group-level or multi-business exposure in progressive, people-centric and dynamic organizations
- Strong expertise in compensation frameworks, benefits design, data analytics, stakeholder advisory and program management
Technical Skills & Professional Knowledge
- Verbal/written communication and presentation skills to effectively deliver the strategic contents/programs/ messages to stakeholders through various channels
- Innovative and proactive data analytic and problem-solving skills with a solid understanding of group and corporate dynamics and the ability to exercise integrity and sound judgment in complex business situations
- Collaborative and team-oriented style with independent work ethic
- Ability to comprehend human behaviors in driving change management process
- Business acumen and analytical capability to integrate organizational, business and HR strategies
- Ability to balance strategic thinking with tactical actions for complete buy-in from stakeholders
- Ability to build credibility and relationship with stakeholders of diverse background
- Resourcefulness with a positive can-do attitude
- Courage and willingness to challenge status quo to drive results
- Ability to coach, influence, negotiate and manage conflicts with emotional intelligence
- Progressive and future focused mindset
- Ability to multi-task in attending to multiple priorities simultaneously
- High degree of professionalism and confidentiality
- Ability to work in and manage ambiguity, dealing with issues, problems or events that do not always have a process, system or solution in place
- Self-starter and results-oriented
