Manager, Human Resources (Compensation and Benefits)

The Manager, Human Resources (Compensation & Benefits) leads the delivery and continuous improvement of the organisation's compensation, payroll, benefits and performance management functions. The role ensures operational excellence, statutory compliance and effective stakeholder support, while driving HR transformation, digitalisation and process improvement initiatives within the Compensation & Benefits portfolio. The incumbent also supervises the Compensation & Benefits team and contributes to broader employee experience and workforce initiatives. Key Responsibilities 1.Compensation & Payroll Management • Lead and oversee the end-to-end payroll function to ensure accurate, timely and compliant payroll administration. • Review payroll outputs, reconciliations and exception reports and ensure effective controls are maintained. • Manage annual salary review, bonus and compensation exercises, including planning, implementation, communication and reporting. • Manage the annual budgeting process through manpower cost projections, payroll analysis and compensation-related reporting. • Ensure proper administration and application of compensation-related policies, frameworks and practices. • Support compensation benchmarking exercises and provide compensation-related analysis for management review. 2. Benefits & Insurance Management • Oversee the administration of employee benefits programmes, including leave, medical benefits, long service awards and other employee welfare programmes. • Manage annual insurance renewals for staff and organisational insurance policies. • Oversee insurance claims administration, work injury reporting and related compensation matters. • Liaise with insurers, brokers and service providers to ensure effective service delivery and issue resolution. • Review and monitor benefits utilisation and recommend enhancements to improve employee value and employee experience. 3. Performance & Rewards Management • Lead the administration and coordination of the annual performance appraisal exercise. • Provide guidance and support to managers and employees on performance management policies, processes, timelines and system requirements. • Coordinate performance rating consolidation and support organisational calibration and moderation exercises. • Analyse appraisal outcomes and performance trends and prepare reports for Management review. • Support salary increment and bonus exercises by ensuring alignment between performance outcomes and reward recommendations. • Provide performance-related data, simulations and analytics to support management decision-making. 4. HR Systems, Analytics & Reporting • Oversee HR systems supporting payroll, benefits, leave, claims and performance management functions. • Ensure data integrity, system governance and appropriate user access controls. • Work with vendors and internal stakeholders on system enhancements, upgrades and issue resolution. • Analyse workforce data, turnover, absenteeism, compensation and performance trends to support organisational decision-making. 5. HR Transformation & Continuous Improvement • Manage Compensation & Benefits-related transformation and process improvement initiatives. • Review and enhance payroll, benefits and performance management processes to improve efficiency, governance and employee experience. • Support HR system implementation, automation and service improvement projects. • Drive continuous improvement and change adoption across the function. 6. Employee Experience & Stakeholder Management • Support employee wellbeing, engagement, surveys and staff welfare initiatives. • Manage employee engagement surveys through workforce analytics, data reporting and implementation of follow-up actions. • Collaborate with stakeholders and service providers to deliver employee wellbeing and staff welfare programmes. • Serve as the key HR resource on compensation, benefits, payroll and performance management matters. • Partner Management, Finance, HR colleagues and external vendors to deliver effective HR services. • Provide workforce insights and recommendations to support organisational objectives. Key Requirements • Degree in Human Resource Management, Business Administration or related discipline. • Minimum 6 to 8 years of relevant HR experience with substantial exposure to Compensation & Benefits, payroll and HR operations. • At least 2 years of supervisory or people management experience. • Strong knowledge of Singapore employment legislation and statutory requirements. • Experience in payroll systems, HRIS, HR transformation and process improvement initiatives. • Strong analytical, stakeholder management and communication skills.