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Open nowFirst seen 2 days ago

Assistant HR Director (Performance Reward)

People Profilers1,158 open roles

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Your applicationOpen nowAssistant HR Director (Performance Reward)People Profilers

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Share of postings closed within
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  2. 4.5%3 days
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  4. 19.1%14 days
  5. 35.6%30 days
  6. 52.7%60 days
This job: first seen 2 days ago

The posting

As a key team member of the Group HR Centre of Excellence (CoE), Performance and Rewards (P&R) team, the Assistant Director plays a pivotal role in driving the planning, development, review, and implementation of compensation review exercises and initiatives for non-clinicians job groups (Nurses, Pharmacists, Allied Health Professionals, Ancillary and Administrative) across the organisation. This role involves strategic advisory, stakeholder engagement, data-driven decision-making, and operational excellence in executing compensation policy reviews and initiatives.

Responsibilities

  • Group-wide compensation policies and initiatives executionLead 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.
  • Ministry and national-level compensation initiativesRepresent the organisation in regular workgroups and project teams led by Ministry of Health (MOH) and MOH Holdings (MOHH), 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 MOH and MOHH to facilitate their decision-making process. Coordinate implementation planning and change management across institutions.
  • Union engagement and Collective Agreement (CA) negotiationsSupport 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 complianceLead 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 surveysParticipate in MOH-led and external salary surveys. Analyse compensation trends and assess competitiveness. Translate market insights into actionable recommendations for managements consideration.
  • Manpower budgetingLead the development of compensation-related budget parameters and manpower norm costs. Communicate the parameters to Group Finance and institutions Compensation teams for their incorporation in Group and institutions manpower budget. 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 managementSupervise 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.

Required Competencies

  • Bachelors 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

Job ID: L3XW3Y5W

All Successful candidates can expect a very competitive remuneration package and a comprehensive range of benefits.

Kindly email your resume in a detailed Word format to [email protected]

We regret that only shortlisted candidates will be notified

People Profilers Pte Ltd

20 Cecil Street, #08-09, Plus Building, Singapore 049705

Tel: 69509745

EA Licence Number: 02C4944

EA Registration Number: R1108448

EA Personnel: Tan Lili Gesse

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