1. Total Rewards Strategy & PlanningPolicy & Strategic Framework DevelopmentDevelop and maintain strategic, employee-centric C&B policies, ensuring alignment with organizational goals and labor-management requirements.Translate corporate/global guidelines into locally compliant Total Rewards frameworks.Market Intelligence & Competitive AnalysisConduct research on market trends, practices and techniques pertaining to total rewards and HR metrics to determine appropriate applications to business requirements.Prepare Labour Market Adjustment proposals and provide competitiveness insights to leadership.Advisory Support for Organizational ChangeProvide advice to business partners in areas of restructuring and reorganization, by providing advice on matters that affect job design, compensation and organizational change. Financial Planning & Cost ForecastingLead and manage the annual compensation budget provision, including labor costs projections, forecasting, and resource allocation to ensure financial integrity and strategic alignment.Prepare compensation forecasts and financial impact analyses to support workforce planning and talent attraction strategies.
2.  Total Rewards Core Process Management & Oversight  Performance & Compensation Cycle Management Manage the full compensation cycle—including merit, performance-based salary adjustments, payroll/pension and promotions—ensuring accuracy, fairness, and alignment with policy.Coordinate with HR and business stakeholders to ensure accurate execution, policy consistency, and system readiness for compensation processes.Compensation Policy Operations & AdvisoryReview, update, and administer compensation-related policies, guidelines, and procedures to ensure internal equity and market competitiveness.Provides interpretation and guidance on the management terms and conditions related to compensation and benefits.HRIS Management & Data GovernanceEnsure accuracy, completeness, and consistency of compensation and benefits data within HRIS (Workday).Oversee system-driven reward processes (merit cycle, bonus cycle, structure updates), ensuring technical integrity and readiness.Manage reward-related data workflows, system configurations, and periodic data audits.Job Management & Organizational Effectiveness Provide strategic leadership and end-to-end oversight for the Job Management Process (analysis, design, and evaluation), ensuring structural integrity, effective position classification, and sustained organizational effectiveness.Employee & Manager GuidanceProvide employees and managers with guidance on benefits provisions, policy interpretation, and HR service procedures.Support salary administration and grid placement to ensure consistent and equitable application of compensation frameworks. 3. Governance, Labor Relations & ComplianceLabor Relations & Negotiation SupportPartner closely with ER and lead compensation-related discussions with labor unions, providing data-driven insights, benchmarking evidence, and policy-aligned negotiation positions.Develop negotiation packages grounded in reward strategy, labor-law implications, and organizational cost impact to support sustainable agreements.Audit, Compliance & Governance ControlsEnsure Total Rewards operations comply with local labor law, internal governance standards, and external regulatory requirements.Prepare statutory reporting, including executive compensation disclosures, and support internal and external audits with complete, accurate data.Ensure Total Rewards data integrity and compliance with corporate and legislative requirements 
