Manager, Performance, Rewards and Payroll

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If you believe in better, we'd love to hear from you.

About the Role

The role is accountable for end to end delivery, governance, and continuous improvement of the Company's rewards and performance management lifecycle.

This includes ensuring accurate, timely, and compliant execution of annual and off cycle performance and rewards processes, providing data driven compensation intelligence, and upholding internal equity, external competitiveness, and Group standards.

The role serves as a subject matter expert in HR policy, compensation, benefits and performance management, supporting leadership decision making through robust analytics, job evaluation, and advisory support, while maintaining high standards of data quality, system integrity, audit readiness, and stakeholder service. It also contributes to longer term workforce and reward sustainability through disciplined budgeting, governance, and capability uplift across HR.

The role is also required to lead and deliver accurate, compliant, and timely endtoend payroll and employee benefits administration for local and business assignees, in partnership with external payroll and tax vendors.

The role provides expert advisory support to employees and stakeholders, drives continuous improvement through process optimization and AI-enabled solutions, and ensures strong governance through audit support, regulatory compliance, effective benefits communication, and reliable data provision for budgeting and workforce planning.

Drive the end-to-end TCR and PDD cycle annually (with utmost priority in ensuring data correctness and completeness and process completion in a timely manner in alignment to Group Performance and Rewards (GPR) guided timelines).

Drive and manage off-cycle salary adjustments and promotions exercises where applicable. Providing advisory support on best practices and governance in accordance with GPR principles/standards/policies.

Drive and complete internal equity analysis (as and when needed) and end-to-end external benchmarking exercises to provide compensation and benefits, intelligence and analytics to stakeholders (HRBP and HODs) where required to ensure pay and benefits competitiveness across the Company.

Perform Job Evaluation as needed in accordance with existing/new operating model of the Department/Company, while ensuring compliance with Group Job Architecture and Career framework while driving future-aligned job profiles to enable clear career pathways and support capability development

Administer salary components, bonuses, incentives, and short/long-term benefits (including but not limited to Workday inputs, setup, configuration, and uploads in accordance to policies, in collaboration with HRIS.

Lead and execute end-to-end monthly local/business assignees payroll (including statutory, taxes) and ad-hoc payments with the support of external vendors (outsourced payroll / tax advisors) while ensuring accuracy, control and compliance with relevant corporate standards and regulatory rulings.

Administer ongoing employee benefits plans and provide policies interpretation/clarification where required.

Provide expert advisory support (both payroll and benefits) to employees and stakeholders (HRBP, People Managers) where required. This includes handling HR Case raised on Workday.

Drive Payroll and Benefits Administration process improvement through proactive AI use case and change management where there is gap identified, in collaboration with HRIS team.

Increase Employee benefits visibility through physical or virtual sharing and events in collaborations with HRIS and Communications team.

Serve as functional expert in handling employee queries related to compensation and benefits and HR policies and Payroll.

Monitor compensation and benefits related data quality and work with relevant HRIS / stakeholders to update or correct any discrepancies.

Support internal/external HR audits where applicable.

Drive HR and support Company-wide budgeting process with provision of HR related budget assumptions based on best practices and existing HR analytics.

Support HR Team competency uplift through quarterly knowledge-sharing (subject matter, dependencies upstream/downstream)

Support other HR cross-functional projects as needed