Compensation and Benefits Manager

Strategic Compensation and Benefits Manager

Job Summary The Strategic Compensation and Benefits Manager leads the design, implementation, and governance of the organization's total rewards framework, with a strong focus on building and maintaining a scalable job architecture, job leveling, and grading system. This role ensures pay structures are internally equitable, externally competitive, and aligned with business strategy and growth plans.

Key Responsibilities

Job Architecture & Leveling

• Design and maintain an enterprise-wide job architecture (job families, sub-families, job levels, and career tracks — individual contributor vs. managerial/leadership) that supports organizational structure and workforce planning
• Develop and calibrate a job leveling framework with clear, defensible criteria (scope, complexity, decision-making authority, impact, people management)
• Build and maintain a job grading/banding structure aligned to market data and internal equity principles
• Partner with HRBPs and leaders to map existing roles into the new architecture; conduct job evaluations for new or evolving roles
• Establish governance processes for role creation, leveling requests, and periodic architecture reviews

Compensation Strategy

• Design and administer base pay, performance bonus, incentive programs, etc. aligned to grading structure,
• Analyze market benchmarking and salary surveys; recommend pay ranges by level/grade
• Lead annual compensation cycles (merit increases, promotions, market adjustments)
• Monitor pay equity and conduct regular audits; recommend remediation

Benefits Management

• Design, evaluate, and manage benefits programs (health, retirement, wellness, perks) competitive with market practice
• Manage vendor relationships and contract negotiations for benefits providers
• Ensure regulatory compliance across compensation and benefits programs
• Revisit compensation and benefits policies aligned with the market and employee needs.

Analytics & Governance

• Build compensation modeling tools, dashboards, and reporting for leadership decision-making
• Partner with Finance on budget planning for total rewards programs
• Develop compensation policies, guidelines, and manager toolkits
• Ensure compliance with local labor laws and pay transparency regulations

Stakeholder Partnership

• Advise senior leadership and HRBPs on compensation philosophy, job leveling decisions, and organizational design implications
• Partner with Talent Acquisition on offer structuring and Org Development on career pathing tied to the job architecture

Qualifications

• Bachelor's degree in HR, Business, Finance, or related field (Master's or CCP/GRP certification a plus)
• 3-5 years progressive experience in compensation, with direct experience designing job architecture/leveling frameworks (e.g., Mercer, Korn Ferry, Willis Towers Watson, Radford methodologies)
• Strong analytical and Excel/HRIS modeling skills
• Experience with job evaluation methodologies and market pricing tools
• Strong stakeholder management and communication skills

Pay: Php33,000.00 - Php58,000.00 per month

Work Location: In person