Croma - Senior Manager - Compensation & Benefits (4-12 yrs)

Compensation

- Design compensation packages and benefits programs that align with the company's strategic plan

- Ensure salaries and benefits comply with the current legislation

- Identify trends and implement new practices to engage and motivate employees

- Conducting audits on a regular basis and also preparing reports

- Renew compensation plans with monetary and non-monetary benefits based on employee needs & market best practices

- Monitor the internal pay ranges, undertake competitive analysis and market trends to provide expert guidance on salary movements, appropriate compensation and grade fitment of new hires and internal movements across all business units/functions of the organisation

- Structure compensation in ways that will yield the highest value for the organization

- Participate in the annual renewal of benefit policies and design and full responsibility for the procurement of all value-added services other than insurance policies

- Evaluate and report on the effectiveness of employee benefit programs

- Track compensation and benefits benchmarking data

- Performance Management

- Design, implement & monitor Performance Management o enable employees and teams understanding of the goals

- Work in liaison with key stakeholders e.g. budget, strategy and Human Resources Business Partners to establish and support the link between strategic business objectives and people's day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.

- Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.

- Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.

- Develop and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management unit.

- Work with Human Resources Information System and Corporate Information Technology Services to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities

- Collaborate and advice on the design of Human Resources Information System infrastructure required to support a Org.wide performance system; ensuring that needed data is collected on a timely basis, regular reports on progress are distributed and recommendations are made for future improvements, based on the data.

- Coordinate with the Human Resources Business Partners for consequences related to performance evaluation results, e.g. performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc.

- Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.