Total Rewards & HR Services Manager

PURPOSE OF THE ROLE:
The Total Reward & HR Services Manager is responsible for developing, implementing, and managing reward strategies and HR service delivery that attract, develop and retain talent while ensuring equity, compliance, cost efficiency, and alignment with business objectives.
This role plays a critical part in building a high performance culture and enabling organizational growth in a fast paced environment.
KEY RESPONSIBILITIES:
1. Total Reward Strategy & Advisory:
o Partner with the HR Director to translate and implement global reward frameworks locally, ensuring alignment with business needs and local market practices.
o Provide local insights, market data, and regulatory inputs to Global Reward teams to support the design and refinement of compensation strategies.
o Align pay and performance outcomes to reinforce a culture of meritocracy and high performance.
o Lead and manage annual salary review, incentive, and bonus cycles, ensuring accuracy, fairness, and timely execution.
o Conduct market benchmarking in collaboration with Global Reward team, run job evaluation, and role leveling to support internal equity and external competitiveness.
o Administer compensation and benefits programs including base pay, short-term and long-term incentives, retention schemes, sales incentive plans, and employee benefits (health insurance, allowances, vehicles, perquisites).
o Monitor reward trends, labor law changes, and market intelligence to ensure ongoing compliance and competitiveness.
o Regularly review and recommend enhancements to reward and recognition programs to support employee engagement.
o Provide expert advisory support to senior leaders and HRBPs on complex and sensitive C&B matters.
o Analyze external market data and internal workforce data to support salary budgeting, forecasting, and pay structure management.
2. HR Services & Operations
o Oversee end-to-end HR services operations, including payroll, employee administration, HRIS, and compliance with labor, tax, and social insurance regulations.
o Ensure HR operational processes are efficient, accurate, employee-centric, and consistently meet service standards.
o Lead HR budget planning in partnership with Finance; monitor and control people cost spend.
o Provide insights and recommendations on workforce cost optimization and future talent needs.
o Manage employee lifecycle administration, including onboarding, changes, exits, and exit data analysis to support retention initiatives.
o Partner with Talent & OD to deliver seamless HR services including training, pay, administration, and facilities.
o Drive continuous improvement in HR service delivery through process simplification, automation, and HRIS optimization.
3. Leadership & Team Management
o Lead, coach, and develop the C&B and HR Services team to deliver high-quality, compliant, and cost-effective outcomes.
o Set clear objectives, monitor performance, and build capability within the team.
o Coordinate and supervise team activities related to compensation, payroll, HR operations, and compliance.
o Build strong partnerships with HRBPs, HR Director, and functional leaders to support incentive schemes design and execution for Sales and Operations.
4. Compliance & Governance
o Act as HR Compliance Champion, staying up to date with labor laws and regulations related to payroll, tax, and benefits.
o Lead HR internal and external audits, driving action plans to close gaps.
o Develop, review and implement internal employee regulations, HR policies, procedures to ensure all HR policies are updated, relevant, and effectively communicated to employees.
5. Stakeholder & Vendor Management
o Manage relationships with external consultants and vendors (payroll providers, insurance carriers, benefit providers, tax advisors) to ensure service quality and cost efficiency.
o Advise managers on reward policies and practices, enabling effective performance management and recognition.
o Provide clear guidance to employees on payroll, benefits, and reward-related policies, promoting transparency and trust.
6. Analytics & Insights
o Leverage HR data and analytics to generate insights on reward effectiveness, workforce trends, and people cost.
o Prepare dashboards and reports to support leadership decision-making.
7. Transformation & Change Management
o Lead HR transformation and change management initiatives to enhance organizational agility and employee experience.
o Drive communication strategies to ensure employees understand and value compensation, benefits, and HR services.
8. Other Responsibilities
o Perform other job related assignments as required to support HR strategy and organizational goals.