Compensation & Benefits Manager

Key Responsibilities

1. Compensation Strategy & Management

• Develop and implement compensation strategies aligned with business objectives, market competitiveness, and organizational reward philosophy.
• Review and maintain salary structures, salary ranges, pay grades, and compensation policies.
• Conduct regular compensation benchmarking and market analysis to ensure external competitiveness.
• Monitor internal pay equity and recommend appropriate salary adjustments.
• Provide compensation advice and recommendations to management for key talent, promotions, transfers, and organizational changes.
• Develop annual salary review and merit increase guidelines and processes.

2. Job Evaluation & Job Structure

• Lead the Job Evaluation process to ensure consistency and internal equity across functions and business units.
• Develop and maintain job grades, job families, career levels, and organizational job architecture.
• Review job descriptions and assess job value based on responsibilities, complexity, scope, and business impact.
• Ensure appropriate alignment between job roles, job grades, salary structures, and career progression.
• Provide recommendations for new or revised positions based on organizational requirements.

3. Incentive & Performance Management

• Design and manage short-term and long-term incentive programs aligned with business and individual performance.
• Develop incentive schemes for different employee groups, including sales, branch operations, support functions, and management levels.
• Review incentive plans to ensure they effectively drive desired business behaviors and performance.
• Analyze incentive effectiveness, payout trends, ROI, and overall reward costs.
• Partner with HR and business leaders to establish appropriate KPI and incentive structures.

4. Benefits Management

• Develop and manage the organization's employee benefits strategy and programs.
• Review benefits competitiveness through market benchmarking and employee feedback.
• Manage benefits such as healthcare, insurance, allowances, welfare programs, retirement benefits, and other employee programs.
• Evaluate benefits utilization, cost, and effectiveness and recommend improvement opportunities.
• Work with external vendors, brokers, and service providers to ensure quality and cost efficiency.

5. HR Analytics & Workforce Cost Management

• Develop compensation and benefits dashboards and management reports.
• Analyze workforce costs, salary distribution, incentive payouts, and benefits expenses.
• Provide data-driven insights to support workforce planning and management decision-making.
• Monitor key C&B metrics and identify trends, risks, and opportunities.
• Develop simulations and financial impact analyses for compensation and benefits proposals.

6. Annual Compensation & Benefits Cycle

• Lead the annual compensation planning process, including:

  • Salary review
  • Merit increase
  • Promotion adjustment
  • Bonus
  • Incentive payout
  • Benefits review

• Prepare budget simulations and financial impact analysis.

• Coordinate with Finance and business leaders to ensure compensation budgets are aligned with business plans.

• Ensure accurate and timely implementation of annual C&B processes.

7. Policy, Governance & Compliance

• Develop, review, and maintain compensation and benefits policies, procedures, and guidelines.
• Ensure C&B practices comply with applicable labor laws, regulations, and company policies.
• Establish appropriate governance and approval processes for compensation decisions.
• Maintain confidentiality and integrity of employee compensation data.

8. Stakeholder & Business Partnership

• Act as a trusted C&B advisor to senior management and HR Business Partners.
• Partner with Finance, Payroll, HRIS, Talent Management, and business leaders on compensation-related initiatives.
• Communicate compensation policies and programs clearly to relevant stakeholders.
• Support organizational restructuring, new business initiatives, and workforce transformation from a C&B perspective.

9. Team Leadership

• Lead, coach, and develop the Compensation & Benefits team.
• Establish team objectives, KPIs, and development plans.
• Improve C&B processes through technology, automation, and continuous improvement.
• Build a strong C&B capability and promote data-driven decision-making within the HR function.

Qualifications

• Bachelor’s or Master’s degree in Human Resources, Business Administration, Finance, Economics, or a related field.

• 7–10+ years of experience in Compensation & Benefits, with at least 3–5 years in a managerial or leadership role.

• Strong experience in:

  • Compensation Management
  • Salary Structure & Salary Benchmarking
  • Job Evaluation
  • Job Architecture
  • Incentive & Reward Design
  • Benefits Management
  • HR Analytics

• Experience in large organizations, Retail, FMCG, Manufacturing, Distribution, or multi-site/branch operations would be an advantage.

• Strong analytical and numerical skills with the ability to interpret complex compensation data.

• Strong knowledge of compensation principles, market practices, and relevant labor regulations.

• Experience with HRIS, payroll, and compensation analytics systems.

• Advanced Microsoft Excel skills; experience with Power BI or other data visualization tools is an advantage.