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The Compensation Specialist will own the design, digitalisation and analytics of the organisation's compensation and performance frameworks. The role anchors annual workforce and manpower cost planning, drives the end-to-end digital setup of compensation modules on Oracle (Fusion HCM), supports the performance management cycle, and builds workforce analytics that enable data-driven rewards and people decisions.
Key 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.
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).
Work arrangement
No
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