Expert, Rewards - HR Division

Objectives:

- Coordinate with Senior Manager and Head of Rewards and Governance to apply expertise for planning, developing and implementing reward and regconition policies that meets the HR strategy and business orientation in the short & long term, ensuring the desired competitive position in comparison to the market.



Key responsibilities:

(a) COMPENSATION

Focus on compensation design, management, and analysis in consistency with Total Rewards Strategy to ensure internal equity and external market competitiveness including:

- Compensation program design (e.g., salary and incentive structures, pay policy, etc.) and plan management (e.g., changes to base pay, short-term and long-term incentives, allowances, deferred compensation, sales compensation, etc.)

- Compensation evaluation and analysis (e.g., job analysis, evaluation and classification, survey participation, policy, and benefits benchmark and review)

- Communication (e.g., guidance and compensation program features, plans, and options)

- Vendor management (e.g., consultants for program design advice for the organization's compensation plan)



(b) EXECUTIVE COMPENSATION

Focus on executive compensation design, management, and analysis that reflects the organization's strategy to attract, motivate, and retain employees including:

- Executive compensation program design (e.g., salary and incentive structures, pay policy, etc.) and plan management (e.g., executive/director rewards and benefits, short and long-term/equity incentives plan design, peer group development, and benchmarking, etc.)

- Consult with subject-matter experts to ensure compliance with regulations related to executive compensation plans

- Administer the long-term incentive plans for executives



(c) BENEFITS

Focus on benefits program design, management, and analysis including:

- Benefits program design (e.g., health and welfare, retirement, etc.) and plan management (e.g., retirement, life insurance, short and long-term disability, accident coverage, medical/dental/vision/prescription drugs, job-related perquisites, etc.)

- Benefits coverage evaluation, benchmarking, and cost analysis

- Communication (e.g., guidance on benefit program features, plans, and options to employees and management)

- Vendor management (e.g., insurance and pension brokers, consultants for program design advice, etc.)



(d) NON-FINANCIAL RECOGNITION

Focus on improving employee work/life balance and overall recognition programs including:

- Develop and administer work/life policies and programs (e.g., WECARE, vaccination program)

- Designing and implementing non-financial recognition programs

CAPABILITY DEVELOPMENT

- Coach or instruct Senior Officer, Officer in recurring tasks to ensure they deliver against the target objectives