Assistant Manager - Human Resources

Compensation & Benefits:

• Facilitate the company's compensation and benefits programs including annual and mid-year plans.
• Monitor and align the organization's overall C&B structure with strategic objectives and HR vision.
• Lead the annual C&B benchmarking survey; analyze results and market trends to recommend program updates in line with organizational strategy.
• Utilize market and recruitment data to provide insights and analytics to HR and business leadership on talent management.
• Ensure Compensation Management System (Compport) is consistently updated with real-time employee and compensation data.
• Review salary fitments to ensure parity and consistency in processes.
• Support the administration of Long Term Incentive (LTI) schemes.
• Prepare proposals and documentation for discussions with the Nomination and Remuneration Committee.
• Develop and implement communication strategies to effectively convey compensation and benefits programs to employees.
• Manage relationships with external vendors and consultants related to compensation and benefits.
• Stay updated on industry trends and share knowledge with the HR team to enhance capabilities.

Job Evaluation:

• Support job evaluation exercises and understand the nature and sizing of various roles.
• Ensure new roles are evaluated proactively.
• Ensure promotions and progressions align with evaluated job sizes.

Annual HR Budgeting Process:

• Facilitate the annual HR budgeting process across locations, ensuring adequate resources for HR initiatives.
• Track manpower costs against budgets, identify deviations, seek clarifications, and support internal reviews and reporting.

HR Digitization:

• Support HR digitization roadmap and ensure smooth transition to new HRMS.
• Drive digitization-related analytics and initiatives.

Reporting & Analytics:

• Prepare leadership reports on strategic areas highlighting progress, challenges, and maintain regular trackers.

Policies & Processes:

• Ensure regular review and updating of HR policies and processes to meet organizational requirements and best practices.
• Conduct internal HR process reviews to ensure alignment with documented procedures and evolving needs.