Senior Expert, Total Rewards and HR Governance

Overview

The Senior Expert, Total Rewards and HR Governance is responsible for leading enterprise-wide strategic initiatives related to Total Rewards, HR governance, Job Architecture, organization effectiveness, and HR systems transformation to strengthen organizational effectiveness, governance, scalability, and employee experience across the Group.

This role acts as a subject matter expert and strategic advisor to HR Leadership and senior stakeholders in designing, governing, and continuously enhancing reward frameworks, HR policies and processes, Job Architecture, organization design, and HR transformation initiatives aligned with the Group's business direction and future workforce model.

The role is expected to influence functional direction, drive complex cross-functional initiatives, and provide authoritative recommendations on rewards governance, workforce governance, organization effectiveness, and HR transformation.

Responsibility

Total Rewards Management

Lead the design, review, and governance of enterprise-wide Total Rewards programs, including:

• compensation structure,
• performance and salary review,
• variable incentive plans such as Performance Bonus, Profit Sharing Bonus, Sales Incentive, Sales Commission, and other plans (if any)
• LTIP / Executive Share Scheme (ESS)
• recognition programs,
• benefits programs,
• executive compensation.

1. Ensure alignment between:

• reward strategy,
• internal equity,
• market competitiveness,
• business affordability,
• talent strategy.

Conduct market benchmarking, reward analytics, and compensation governance reviews.

Provide strategic recommendations on reward-related decisions and governance.

Drive continuous enhancement of Total Rewards philosophy and practices.

Job Architecture & Organization Design

Lead and strengthen enterprise-wide Job Architecture and organization design governance across the Group.

Act as the internal subject matter expert (SME) on:

• job grading,
• job evaluation,
• career tracks,
• organization structure,
• workforce governance,
• leveling principles.

Drive the development, implementation, and continuous enhancement of:

• Internal Job Grade Structure,
• Career Framework,
• Job Architecture governance,
• organization design principles.

Ensure consistency and governance in:

• job titling,
• job grading,
• spans and layers,
• organization structure decisions across entities and functions.

Provide strategic advisory support on organization effectiveness, workforce structure, and operating model design.

Facilitate organization calibration and governance discussions with HR and business leaders.

Partner with HRBPs and business leaders to support organization transformation and workforce planning initiatives.

Ensure Job Architecture and organization structure are effectively integrated into HR processes and HRIS design.

HR Governance (Policies & Processes)

Lead the development, review, and governance of enterprise-wide HR policies, frameworks, and processes.

Strengthen HR governance and standardization across entities and functions.

Ensure HR policies and processes support:

• operational effectiveness,
• governance,
• scalability,
• compliance,
• employee experience.

Review and optimize HR operating processes to improve efficiency and governance consistency.

Provide advisory support to HRBPs and business leaders on HR governance-related matters.

Drive governance and alignment for organization-wide HR initiatives and decision-making processes.

HR Transformation & New System Implementation

Support HR transformation initiatives and new system implementation.

Ensure HR systems effectively support and align with:

• HR governance and operating processes,
• workforce structure and organization management,
• Total Rewards administration,
• Job Architecture and career framework,
• talent management and people processes,
• HR operational effectiveness and employee experience.

Support implementation, governance, and continuous enhancement of new HR systems.

Background / Experience

• Bachelor's degree in Human Resources, Business Administration, Finance, Organization Development, Information Systems, or related disciplines.
• Typically 12–15 years of progressive HR experience with strong specialization in:
• Total Rewards,
• compensation & benefits,
• HR governance,
• Job Architecture,
• organization design,
• HR transformation,
• HRIS implementation.
• Strong experience in developing and implementing HR frameworks, governance models, and organization-wide HR initiatives.
• Proven experience in Job Evaluation, Job Architecture, Career Framework, and workforce governance practices.

Experience in HR transformation, and HR process improvement.

Knowledge

• Strong knowledge of Total Rewards principles, compensation & benefits practices, and reward governance
• Strong understanding of Job Architecture, Job Evaluation, Career Framework, and organization design principles
• Knowledge of HR policies, HR processes, and HR compliance requirements
• Good understanding of HR systems

Skill:

• Stakeholder management and influencing skills
• Strong communication and presentation skills
• Facilitation and alignment capability
• Analytical and critical thinking
• Project and change management capability
• Planning, organization, and prioritization skills
• Decision-making and professional judgment
• Continuous improvement and learning agility
• Attention to detail and governance mindset