Senior Total Rewards Manager

Job Summary

The Senior Manager, Total Rewards plays a pivotal role in delivering compensation, benefits, recognition, and wellness strategies that support the entire conglomerate’s talent agenda. Reporting to the Head of Total Rewards and operating within the HR Center of Excellence, this role supports multiple subsidiaries and business units, ensuring that all companies benefit from consistent, competitive, and well-governed rewards programs. With strong expertise in job evaluation, job architecture, benchmarking, and exceptional analytical and Excel skills, the Senior Manager provides insights and frameworks that balance cost efficiency, internal equity, and market competitiveness. The role also leads the annual recognition program events, wellness initiatives, and the annual salary and promotion cycle process—helping foster a culture of fairness, performance, and appreciation across the group.

Duties and Responsibilities

Key Responsibilities

Compensation & Benefits

• Support the Head of Total Rewards in designing group-wide compensation and benefits strategies.
• Lead the annual salary and promotion cycle process, including merit increase planning, budget modeling, system preparation, and manager communications.
• Drive salary benchmarking exercises and participate in external surveys to maintain competitive positioning.
• Provide data-based recommendations on pay structures, merit increases, and incentive plans.

Job Architecture & Evaluation

• Lead the development and maintenance of job architecture frameworks across all companies under the conglomerate.
• Conduct job evaluations using established methodologies (e.g., Mercer, Hay, or Willis Towers Watson).
• Partner with HR Business Partners and subsidiaries to ensure consistency in job leveling, grading, and role alignment.

Recognition & Wellness Programs

• Lead the planning, design, and execution of the annual recognition program and events across the conglomerate.
• Oversee the development and delivery of wellness programs (physical, mental, and financial well-being) to support employee health and engagement.
• Partner with HR teams and business leaders to align recognition and wellness with organizational values and culture.
• Monitor impact and effectiveness of recognition and wellness initiatives through feedback, participation rates, and metrics.

Analytics & Reporting

• Build and manage advanced compensation models and workforce cost simulations to support decision-making.
• Develop dashboards and reports to track total rewards, recognition, and wellness program metrics across the conglomerate.
• Analyze market trends, internal equity, and financial implications to guide leadership decisions.

Governance & Compliance

• Ensure that all rewards, recognition, and wellness programs comply with local labor laws and group-wide governance standards.
• Standardize policies, processes, and frameworks for consistent application across subsidiaries.
• Partner with Finance and Internal Audit on governance, budgeting, and cost optimization.

Stakeholder Partnership

• Act as a trusted advisor to HR teams and leaders in subsidiaries on job evaluation, pay decisions, rewards, recognition, and wellness.
• Collaborate with HR COE peers (Talent Acquisition, Learning, Employee Experience, etc.) to align programs with broader people strategies.
• Lead employee communication efforts to promote understanding and engagement in rewards, recognition, and wellness initiatives.

Technical Competencies and Skills

• Highly analytical with advanced numerical and problem-solving skills. • Expert-level proficiency in Microsoft Excel (formulas, pivot tables, financial modeling, dashboards). • Strong program management skills for leading salary review, promotion, recognition, and wellness initiatives. • Vendor Management and negotiation skills • Excellent communication and presentation skills, with the ability to influence stakeholders at all levels. • High integrity, confidentiality

Education, Trainings and Licenses Required

• Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field (Master’s degree preferred). • 8–12 years of HR experience, with at least 5 years in Compensation & Benefits/Total Rewards. • Proven expertise in job evaluation (Mercer IPE, Hay, or equivalent) and job architecture. • Strong experience in benchmarking, survey participation