Performance Management and Merger

Job Summary This position is responsible for the successful enhancement, implementation and execution of performance management programmes and compensation & benefits programmes across all companies within the group. This position also overseeing the HR due diligence in any merger & acquisition of a selected company on key HR components such as workforce, culture, system & processes, risks identification, compliance & gaps, and harmonisation & integration strategies. Job Responsibilities Performance & Rewards: Decentralise, train and deploy performance management & rewards framework, policies, manual and tools to all Head of Departments and overseas local HR team to consistently apply it within the Group. Support and guide all stakeholders in calibrating performance indicators and successfully establish performance agreement of each participating members. Work with Learning & Organisation Development team to conduct and deliver training and resources (workshops, guides) to managers and employees on how to effectively conduct goal setting, deliver continuous feedback, and implement Performance Improvement Plans (PIPs and to drive workforce performance and competency improvement. Track key performance metrics, analyze performance data, and generate reports for Senior Management to identify trends, performance gaps, and areas for system improvement. Work closely with the Learning & Organisation Development teams to link performance outcomes with talent management and succession planning programme, and establish total organisational training plan (TOTP). Administer performance rewards payout phase with local HR team based on the organisation's payout principles. Conduct industry benchmarks and formulate total global compensation and benefits policies and philosophy to achieving the desired strategic intent within the financial budget. Merger & Acquisition - HR: Pre M&A: Conduct due diligent to evaluate the company being considered for M&A on it's HR asset and liabilities. Analyse and report findings on potential severance costs, pension liabilities, integration challenges, pending legal matters and hidden risks of lawsuits, regulatory compliance or violations, union issues, critical capability & leadership gaps, unvested rewards & benefits liabilities such as stock or bonuses, and HR technology and system compatibility and potential cost of platforms unification. Post M&A: Drive development of HR harmonisation plan for a successful post-merger integration, including the timeline and plans for culture integration, policies, benefits and HRIS & payroll. Rationalise workforce planning and job functions to minimise duplication and improve synergy. Deliver change management initiatives to drive leadership alignment, cultural onboarding, and workforce engagement Job Requirements: Deliver change management initiatives to drive leadership alignment,cultural onboarding, and workforce engagement. Excellent communication, influencing, and interpersonal skills, along with a high level of discretion for handling confidential and sensitive M&A and performance data. Foundational understanding of the M&A lifecycle, particularly the HR due diligence and integration phases. Strong analytical skills and experience using Excel and HRIS/Performance Management systems to extract data and create actionable insights. Deep working knowledge of performance management methodologies, principles, and software. We are expanding our team and looking for two talented individuals to join our Human Resource Team. We regret to inform that only shortlisted candidates will be contacted.