Responsibilities

Group-wide compensation policies and initiatives execution

• Lead the formulation, review and implementation of compensation frameworks and policies for non-clinicians' job groups.

• Drive annual salary increment and bonus exercises, from planning, costing simulations, proposal development, approval processes and execution to communications.

• Ensure alignment of compensation frameworks with organisational values, HR strategies, and manpower budgets.

• Work closely with external and internal key stakeholders to ensure smooth implementation, timely communications and payouts.

National-level compensation initiatives

• Represent Company in contributing to discussions and preparation of initiatives, such as salary enhancements and harmonisation initiatives.

• Consolidate feedback from institutions' Compensation teams, conduct impact assessments, and provide data-backed recommendations to facilitate their decision-making process.

• Coordinate implementation planning and change management across institutions.

Union engagement and Collective Agreement (CA) negotiations

• Support annual Union negotiations for bonuses and increment, including preparing cost analysis and counterproposals.

• Participate in CA reviews for compensation related items, taking into consideration the cost impact and operational feasibility at institution-level.

• Manage implementation of changes, including system configuration, communications, and institutional alignment.

Compensation policies and compliance

• Lead the regular review and enhancement of compensation policies to maintain relevance and compliance with legal legislation, organisational needs, and industry best practices.

• Collaborate with HR Technology and Shared Services teams to ensure policy alignment in HR system configuration and workflows.

Market benchmarking and salary surveys

• Analyse compensation trends and assess competitiveness.

• Translate market insights into actionable recommendations for management's consideration.

Manpower budgeting

• Lead the development of compensation-related budget parameters and manpower norm costs.

• Provide regular manpower budget updates to Group Finance for their planning and projections.

HR system (SuccessFactors)

• Partner with HR Technology, Project, Shared Services, and institutions' Compensation teams to ensure smooth implementation.

• Oversees the configuration, testing and deployment of the compensation module within SuccessFactors.

• Ensure business requirements are met and the system changes are aligned with compensation processes.

Team lead and key stakeholders' management

• Supervise and develop a direct report, ensuring coaching, professional growth and delivery of quality outputs.

• Partner with stakeholders across HR, Finance, institutions' Compensation teams to ensure smooth implementation of compensation initiatives.

• Support or lead any ad-hoc projects, such as harmonisation of compensation approaches and process.

Requirements

• Bachelor's Degree in Human Resources or related field.

• A relevant professional certification (e.g. Global Remuneration Professional) is an advantage.

• Minimum 10 years of HR experience with a strong focus in Compensation.

• Strong analytical skills with ability to interpret complex data using Intermediate Excel skills

• Strong stakeholder engagement in large complex organisation

• Excellent planning, project management and organizational skills

• Good written and verbal communication skills

• Proficiency in SuccessFactors Compensation Module is an advantage

Licence no: 12C6060