The Compensation Manager is responsible for managing the day-to-day compensation function and is a strategic partner in the implementation of compensation programs. Manage the implementation, administration and monitoring of compensation programs, e.g. day-to-day job/salary movements, retirement and separation plans, allowance plans, etc, ensuring consistency and compliance with internal policies. Help in evaluating internal salary structures and provide input on the development, alignment, and benchmarking with external organizations and best practices. Initiate the company's participation in market compensation studies and monitor salary survey data to ensure corporate compensation objectives are achieved. Initiate the Annual Merit Increase and Annual Bonus (API, 13th month pay, 14th month pay) activities for all eligible employees. Participate in department activities such as audits, HRIS evaluation, reward/incentive scheme development, etc. Review, update and ensure accuracy of employee records, job movements and pay changes in HRIS. Primary Point of Contact for compensation of Managerial employees. Conduct job offer for Managerial support employees and prepare Employment Contract. Help in job evaluation, review salary requirements, and prepare pricing for prospect accounts. Review and ensure accuracy and timeliness of payroll inputs provided by Compensation team. Manage employee complaints, escalation, feedback and pay disputes. Assist in communicating information to employees about programs, procedures, changes and updates related to C&B. Collaborate closely and maintain strong relationships with internal and external stakeholders. Perform annual reviews and update compensation policy documents to ensure compliance with existing processes and legislation. Recommend performance or process improvements. Lead and supervise the performance and service delivery of team members. General Safety and Security Protects the organization's assets by upholding the principles of the Quality Information Security Management System (QISMS). Ensures confidentiality, integrity, and availability of information critical to fulfilling the organization's business functions. COMPETENCY REQUIREMENTS: Extensive knowledge of compensation programs, policies and procedures, and general HR process. Strong knowledge of Labor Code and Labor Standards. Experience in HRIS configuration, administration, and troubleshooting. Strong analytical, problem-solving, and decision-making skills. Excellent communication and customer service skills. Demonstrate a high degree of discretion and confidentiality. Possess initiative and drive for continuous improvement. Solid project management skills including attention to detail and is highly organized. OTHER REQUIREMENTS: Reports to: Director - Compensation & Benefits Education and/or Experience: At least 5 - 7 years' experience managing compensation function. Work demands: Proficient in MS Office applications especially MS Excel. Show more Show less