Senior/ Total Reward Manager

Position Summary The Total Rewards Manager is responsible for developing and executing total rewards strategies—covering compensation, benefits, and recognition—that attract, retain, and motivate talent while supporting the company's business objectives. The role focuses on strategic program design, governance, vendor management, and stakeholder engagement, while ensuring compliance with legal requirements and internal policies. Key Responsibilities Total Compensation Management Lead the design and management of total compensation programs including base pay, variable pay (bonus, incentives, sales commission), benefits, and recognition programs. Ensure the company's total rewards package remains competitive and aligned with business strategy, employee value proposition, and market practices. Partner with Finance and senior leadership to manage the total compensation budget and conduct cost-effectiveness reviews. Compensation Strategy & Program Design Develop and maintain salary structures, pay bands, and performance-linked incentive schemes. Lead the annual salary review and bonus cycle, ensuring fairness, transparency, and compliance with budgets. Conduct regular job evaluations, salary benchmarking, and market competitiveness analyses. Benefits Strategy & Administration Review, implement, and manage employee benefits programs to enhance employee well-being and engagement. Negotiate with vendors (e.g. insurance providers, brokers, wellness providers) in accordance with the organisation's procurement policies and procedures to optimize offerings and costs. Monitor benefits utilization and assess program effectiveness. Recognition Program Management Design, implement, and oversee employee recognition programs that reinforce the organization's values, culture, and performance goals. Develop frameworks for both monetary recognition (spot bonuses, gift vouchers, performance awards) and non-monetary recognition (public acknowledgment, service awards, peer-to-peer recognition platforms). Partner with business leaders to integrate recognition into daily management practices and employee engagement initiatives. Measure the effectiveness of recognition programs through employee feedback, participation rates, and retention data. Continuously improve recognition practices by aligning them with evolving workforce expectations, digital platforms, and generational preferences. Governance & Compliance Ensure compliance with local labor laws, tax regulations, and reporting requirements. Establish and communicate C&B policies, guidelines, and governance processes. Stakeholder & Employee Engagement Partner with HR Business Partners and line leaders on compensation decisions, offers, and workforce planning. Provide guidance and education to managers and employees on pay philosophy and benefits offerings. Act as the subject matter expert on compensation and benefits for the organization. Analytics & Insights Deliver data-driven insights and recommendations on pay competitiveness, workforce costs, and total rewards effectiveness. Prepare dashboards and reports for HR leadership, senior management and the Board. Job Specifications Education & Qualifications Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field. Professional HR certification is an advantage. Experience 7–10 years (for Senior role) of relevant experience in compensation and benefits, with at least 3–5 years in a managerial capacity or leadership role. Demonstrated experience managing total compensation frameworks and budgets. Proficient in conducting compensation analysis and HR analytics. Proven track record in managing compensation structures, incentive schemes, and benefits administration. Experience in HR systems (HRIS, payroll, analytics tools) and data reporting. Knowledge & Skills Strong knowledge of compensation design methodologies, job evaluation, salary benchmarking, and market surveys. Good understanding of employee benefits programs and vendor management. Proficiency in HRIS, Excel (advanced level), and data analytics tools (e.g. Microsoft Power BI). Strong analytical and numerical skills, with ability to interpret data and provide actionable insights. Excellent communication, negotiation, and stakeholder management skills. Familiarity with local labor laws and regulatory compliance in compensation and benefits. Competencies Strategic thinking with a strong business and financial acumen. High attention to detail and accuracy. Ability to manage sensitive and confidential information with discretion. Strong problem-solving and decision-making skills. Collaborative, adaptable, and able to thrive in a dynamic business environment. #J-18808-Ljbffr