Total Rewards Strategy (C&B):
Propose and implement effective reward and retention programs for different employee levels and talent segments.
Lead C&B budgeting, monitor cost trends, and ensure alignment with business objectives.
Design and manage the Group’s total compensation and benefits strategy – applicable to both local and international markets – ensuring competitiveness, transparency, legal compliance, and cost efficiency.
Performance Management (BSC/KPIs):
Analyze HR and operational data to propose policy initiatives that support business growth across markets.
Support the rollout of corporate HR programs and change initiatives, ensuring local relevance and ownership.
Develop and implement a BSC/KPIs- based performance management system, fully aligned across the organization – individual, departmental, and corporate levels.
Act as a trusted advisor to BU leaders (domestic & international), understanding their structure, challenges, and providing tailored HR solutions.
Analyze performance trends and productivity data to support strategic HR decision- making.
Provide training and guidance to ensure consistent and effective implementation across all units.
Strategic HR Business Partnering:
Act as a trusted advisor to BU leaders (domestic & international), understanding their structure, challenges, and providing tailored HR solutions.
Support the rollout of corporate HR programs and change initiatives, ensuring local relevance and ownership.
Analyze HR and operational data to propose policy initiatives that support business growth across markets.
HR Operations Management:
Ensure labor law compliance across all locations and provide guidance on internal policy interpretation and application.
Lead and develop C&B and HRBP teams across different business units and markets.
Oversee day- to- day operations of the C&B and HRBP functions, including payroll, performance tracking, bonus, workforce cost monitoring, and reporting.
Organizational Health Monitoring:
Deliver periodic workforce insights reports to the CHRO and business leaders to inform strategic workforce planning.
Design and implement systems for tracking and reporting key workforce health indicators: engagement, capabilities, performance, turnover risk, etc.
