Description
L1-PA1 Workforce Planning & Manpower Cost Management
- Drive annual workforce planning and manpower budgeting in partnership with business HR and Finance — headcount, cost projections and position management.
- Model manpower cost scenarios (increments, promotions, current hires, attrition backfills) and track budget vs. actuals through the year.
- Support organisation design exercises with benchmarking of spans, layers and role-level costs.
Compensation Digitalisation — Oracle (Fusion HCM)
- Lead the digital setup and configuration of compensation modules on Oracle — salary structures, grades and ranges, workforce compensation plans, and the annual increment / bonus worksheets.
- Partner with HRIS / IT teams on requirement gathering, UAT, go-live and hypercare for compensation and performance workflows.
- Maintain data integrity of compensation elements in the system; automate letters, statements and approval flows.
- Continuously identify opportunities to simplify and digitise C&B; processes, including AI-enabled insights and self-service dashboards.
Performance Management
- Administer the performance management cycle — goal setting, check-ins, mid-year and annual reviews — on the digital platform.
- Run calibration support, ratings analytics and pay-for-performance linkage (increment and bonus differentiation matrices).
- Enable managers and employees on the performance and compensation tools through communication and training material.
Compensation Operations & Benchmarking
- Execute the annual compensation review cycle — market benchmarking surveys, pay-range design, increment and bonus budgets, and offer fitments.
- Ensure internal parity and compliance with statutory and governance requirements in all pay decisions.
HR Analytics & Reporting
- Build and publish dashboards on headcount, manpower cost, compa-ratio, pay equity, attrition and productivity metrics for leadership reviews.
- Deliver ad-hoc analyses and board / CHRO-level presentations with