DM/Manager- Compensation & Benefit

Role & responsibilities

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, new 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.

Workforce 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 clear, actionable insights.

Preferred candidate profile

• 4–5 years of hands-on experience in compensation & benefits, rewards or HR analytics roles, preferably in a large, multi-business organisation.
• Working experience of Oracle Fusion HCM (Workforce Compensation / Core HR / Performance modules) or a comparable HCM platform; exposure to module implementation is a strong advantage.
• Advanced Excel and strong analytical modelling skills; familiarity with analytics tools preferred.
• Sound understanding of performance management frameworks and pay-for-performance design.
• High integrity and discretion in handling confidential data; strong stakeholder management and communication skills.
• Structured problem-solver with attention to detail and the ability to manage cyclical peaks (increment cycle, budgeting, appraisals).