Overview
The Senior HR Officer, Performance & Reward will support the Head of Performance, Rewards & HR Operations in the strategic planning, design, implementation, and administration of compensation and benefits programs, as well as performance management policies and processes.
Key Responsibilities
- Assist in the development and implementation of compensation and benefits programs.
- Conduct regular benchmarking to ensure competitive compensation levels.
- Analyze and recommend modifications to existing programs.
- Support the preparation of compensation and benefits proposals for Board approval.
- Support the design and administration of performance-management policies and processes.
- Provide guidance and support to managers and staff on performance-management practices.
- Assist in the development of performance-related training materials, and conduct training sessions.
- Conduct data analysis to support compensation and benefits decisions.
- Prepare reports and presentations for Senior Management.
- Work closely with HR focal points to develop and implement integrated HR solutions.
- Facilitate communication between the Performance and Rewards function and other departments.
- Support the Head of Performance and Rewards in interactions with the Office of the Corporate Secretary and other stakeholders.
- Lead and manage specific projects related to compensation, benefits, and performance management.
- Ensure timely and effective execution of projects, meeting all milestones and deliverables.
Required Experience
At least 10 years of experience in compensation and benefits, with a strong background in performance management. Proven knowledge of job evaluation and grading. Solid experience in developing and communicating complex compensation and benefits programs. Experience working with senior-level executives and presenting policy recommendations. Strong project management and problem-solving skills.
Qualifications
Master's degree in business, human resources, or related areas, or equivalent work experience.
