1. Total Rewards Strategy & Policy Design (50%)
- Salary Adjustments & Incentives 
∙ Support the annual salary adjustment process (September cycle), preparing salary increase simulations to aid decision-making. 
∙ Prepare and issue annual salary adjustment letters (Salary Increase, Catch-Up, Promotion) and distribute them directly to Division Heads and People Managers. 
∙ Prepare office incentive calculations (January cycle) in collaboration with the Payroll team. 
- Compensation Strategy & Pay Band Management 
∙ Participate in annual compensation surveys (Mercer TRS, MBM), analyze market benchmarks, and propose reward strategies and updates to compensation/benefit policies. 
∙ Build and maintain the compensation data set (pay bands), driving implementation across all employee groups with minimal disruption. 
∙ Oversee the operational application of job grades and pay band structures, ensuring consistent mapping, budgeting, and exception handling. 
- Job Evaluation & Promotion Management 
∙ Run biannual promotion evaluations (March/September) using Mercer WIN IPE. 
∙ Update eIPE, the master database, and job descriptions following each promotion, new position, or role change. 
 
2. HR Projects & Solutions (40%)
- Store Job Grade Implementation 
∙ Design grade-based promotion criteria for store employees, coordinate internal alignment with stakeholders, and support rollout to ensure stable adoption. 
- HRIS Enhancement & System Management 
∙ Serve as the functional lead of the current HRIS and act as a key stakeholder in future HR system implementation (requirements definition, planning, testing, data migration, and user training). 
∙ Manage HRIS user access and role-based permissions, conducting regular access reviews to protect employee data confidentiality. 
∙ Coordinate company-wide communications on system changes, including announcements and user guides. 
- Other Core HR Projects & Automation 
∙ Support the rollout of the Retirement Pension Plan, including hosting employee information sessions and operating on-site consultation booths. 
∙ Identify opportunities to simplify and automate HR processes, workflows, and system functionalities based on user feedback. 
 
3. HR Operations & Workforce Analytics (10%)
- Workforce Reporting & Analytics 
∙ Prepare monthly Headcount (HC) and Attrition Reports for key divisions to support management reporting. 
∙ Prepare and maintain monthly HC Trend and HR Demographics reports to track company-wide workforce trends. 
- Performance Review & HR Administration 
∙ Coordinate the annual performance review and goal-setting process, including announcement emails and schedule management with stakeholders. 
∙ Manage administrative tasks related to employee movements and promotions.   

O Required Criteria
- Education: Bachelor’s Degree required. 
- Experience: 4 to 6 years of relevant work experience. (Note: 4–6 years of people management experience is listed as an option/preference if applicable). 
 
O Core Competencies & Knowledge
- Compensation & Evaluation Expertise 
∙ Working knowledge of compensation survey and job evaluation methodologies (Mercer TRS/MBM, Mercer WIN IPE). 
- Data Analysis & Technical Skills 
∙ Advanced Excel skills for compensation simulations and Headcount reporting. 
∙ Strong data analysis skills to interpret HR/compensation data (market benchmarking, attrition, workforce trends) and translate findings into actionable insights. 
- HR Processes & Compliance 
∙ Basic understanding of core HR systems and processes, including compensation, performance management, and onboarding. 
∙ Awareness of labor regulations and internal HR compliance standards. 
- Project Management & Communication 
∙ Strong organizational and time-management skills to handle multiple tasks and meet deadlines. 
∙ Proficiency in preparing HR documentation, announcements, and cross-functional communications. 
 
O Personal Attributes
- High level of integrity and confidentiality in handling sensitive HR information. 
- Proactive, responsible approach to daily operations with a willingness to continuously improve processes. 
- Team-oriented mindset with a positive, service-minded attitude in dealing with employees and internal stakeholders.