This role is responsible for developing the performance management strategy and total rewards philosophy to attract and retain talent. Additionally, this role involves establishing a performance management framework and a total rewards philosophy for the organisation. It includes managing performance review cycles, planning compensation and benefits policies, and enhancing the employee value proposition.
Responsibilities:
A) Performance Management
- Lead the development of performance management philosophies and frameworks for all employee groups as directed.
- Engage with business leaders to clarify business strategy and co-develop key performance indicators (KPIs) for senior leaders.
- Manage the annual performance management process/cycle, including progress monitoring of annual performance planning, the mid-year review and annual review.
- Provide training to managers on effective performance management techniques.
- Conduct calibration sessions where managers discuss and align their assessments to minimise bias and achieve a more objective evaluation.
- Consult and work with Industrial Relations or Employee Relations specialists to resolve any performance review grievances.
- Work together with Strategic Planning to cascade divisional KPI and track the progress of KPI.
- Be the point person for CGC e-PMS module rollout, enhancement, and maintenance.
B) Rewards Management
- Align the organisation&aposs rewards management policies and practices with organisational needs.
- Conduct market research to continuously track prevailing pay rates and benchmark compensation and benefits against industry standards.
- Develop and implement competitive rewards programs for attracting and retaining talent.
- Monitor and evaluate the effectiveness of the organisation&aposs rewards programs for compensation and benefits decision-making.
- Lead the job matching process to ensure alignment of job matching and competitive compensation for all levels.
- Manage the organisation’s increments and bonus exercise, including the rewards technology system and any releases, enhancements, or improvements.
- Ensure that compensation practices follow Bank Negara Malaysia (BNM), Malaysian Acts and international legislations (pay equity, human rights, etc.).
- Provide clear and consistent communication to employees regarding the organisation&aposs rewards programs.
- Establish and maintain relationships with Rewards representatives from leading companies and industry experts.
C) Policies & Procedures
- Be familiar with the relevant compensation and benefits policies and regulations in Malaysia.
- Review and update performance and rewards policies regularly to ensure accuracy, compliance, and efficiency of the relevant processes.
- Conduct thorough research and feasibility studies before initiating HR projects or initiatives related to performance and rewards.
D) Others
- Develop strategic partnerships with key stakeholders to plan, define, and ensure the effective implementation of related strategies.
- Provide advice and guidance to employees on performance, compensation and benefits concerns and processes.
- Provide leadership for the team’s development.
- Execute and implement any job assignment given by the Management.
Requirements:
- Minimum a degree in Human Resource Management, Business Administration or equivalent professional qualification. A master’s degree will be a plus.
- Any relevant Professional Certification will be an added advantage.
- Significant experience with a minimum of 7 years of relevant experience in Human Resources, focusing on HR strategic function or performance and rewards strategy.
- Solid knowledge of performance and rewards management, relevant Malaysian Employment Law and Bank Negara Malaysia (BNM) related guidelines.
- Ability to work in a high-pressure environment and manage priorities effectively. Effective at negotiating and influencing, with good presentational skills.
- Strong communication skills with a stable and mature mindset.
