Assistant Manager - Human Resources

Job Description

Position Title:

1. Job Purpose

The Assistant Manager – Human Resources will strategically support the Corporate Lead – Remuneration & Benefits in driving and executing key initiatives across Compensation & Benefits, Job Evaluation, Annual HR Budgeting, HR Digitization, Reporting & Analytics, and Policy & Process enhancement.

The role is critical in aligning total rewards strategies with organizational objectives, enabling data-driven decision-making, strengthening governance, and improving operational efficiency through digitization and continuous improvement of HR practices.

2. Principal Accountabilities

A. Compensation & Benefits

• Support the design, implementation, and administration of compensation and benefits programs, including annual and mid-year compensation reviews.
• Ensure alignment of the overall compensation and benefits structure with organizational strategy, HR vision, and market benchmarks.
• Lead and manage annual compensation benchmarking surveys; analyze market trends and provide data-driven recommendations.
• Utilize market intelligence and recruitment data to provide insights and analytics to HR and business leadership on talent and pay competitiveness.
• Ensure accurate and real-time updates of employee and compensation data in the Compensation Management System (e.g., Compport).
• Review salary fitments for parity, internal consistency, and process compliance.
• Support administration of Long-Term Incentive (LTI) schemes.
• Prepare proposals, analysis, and documentation for discussions with the Nomination and Remuneration Committee.
• Develop and execute effective communication strategies for compensation and benefits programs.
• Manage relationships with external consultants and vendors related to compensation, benefits, and benchmarking.
• Stay updated on industry trends, statutory changes, and best practices in total rewards and share insights with the HR team.

B. Job Evaluation

• Support job evaluation initiatives by understanding job roles, responsibilities, and organizational job architecture.
• Ensure timely evaluation of new roles and changes to existing roles.
• Ensure promotions and career progressions are implemented in line with evaluated job sizes and approved frameworks.

C. Annual HR Budgeting

• Facilitate the annual HR budgeting process across locations, ensuring adequate financial planning for HR policies, processes, and initiatives.
• Track manpower costs against approved budgets and previous years.
• Identify variances, seek clarifications from stakeholders, and prepare internal review reports for leadership.

D. HR Digitization

• Support the HR digitization roadmap, including transition to and stabilization of a new HRMS.
• Drive HR analytics, dashboards, and digitization-led initiatives to improve data accuracy and decision-making.

E. Reporting & Analytics

• Prepare regular and ad-hoc reports for leadership covering key HR and total rewards metrics.
• Maintain trackers, dashboards, and MIS reports highlighting progress, risks, and challenges in strategic HR areas.

F. Policies & Processes

• Review and update HR policies and processes to ensure alignment with organizational needs, legal requirements, and best practices.
• Conduct internal HR process reviews to assess effectiveness, compliance, and relevance.
• Recommend process improvements to enhance efficiency and governance.

3. Decision-Making Authority

• Decisions and approvals as per the defined authority matrix.
• Approvals within allocated budgets and delegated decision limits.

4. Stakeholder Interactions

Internal

• Employees across levels, including senior leadership
• HR team and cross-functional stakeholders

External

• Compensation and job evaluation consultants
• Salary benchmarking and survey partners

5. Skills and Knowledge

Educational Qualifications

• Postgraduate degree or equivalent qualification in Human Resources, Business Administration, or a related discipline.

Functional Skills

• Strong understanding of Compensation & Benefits frameworks and job evaluation methodologies
• Experience in HR budgeting, analytics, and reporting
• Exposure to HRMS and compensation management systems
• Strong analytical, numerical, and problem-solving skills
• Ability to interpret market data and convert insights into actionable recommendations
• Excellent stakeholder management and communication skills
• High attention to detail and governance orientation

Experience

• Relevant experience of

  4–7 years

  in Compensation & Benefits, Total Rewards, or a similar HR role
• Prior experience in HR analytics, budgeting, or HR digitization initiatives is preferred