Job Description

Schedule: Full-time Shift: Standard Accountabilities

Key activities Overall goals / Typical measures

. Assist in managing the annual salary review process. . Assist in conducting market intelligence competitiveness surveys Tax authorities, Social and Labour Insurance Consultants, government authorities, payroll outsourcing: . Liaise to provide good C&B services Salary Administration . Manage and maintain the accurate database. . Ensure all evaluation forms and IKOs forms are in place. Participate in market survey data by providing relevant information to survey company - Legislation . Maintain regulations and update them with relevant changes. . Abide to employment law in handling compensation and benefits matters . Incentive Programs . Assist in rolling out incentive program . Expatriate Administration . Ensure consistent information management and necessary actions . To contribute to a high-performance service culture within the team. . To be a part of an efficient and effective team.

· C&B services provided create general satisfaction

Stakeholder - Internal

External Regional HR: · Implement AP C&B policies rolled out by Regional Office

Cross functions: · Collaborate in workshops and project teams

Service providers, consultancy, legal services: · Retirement benefit administration, medical/deantal/insurance etc schemes, salary survey

Ministry of Manpower and Employee Fund Contributions: · Cooperate to align company policy to legal requirements

· Consistent implementation of regional initiatives · Efficient and working cross functional relationships

· Number of discrepancies

Process - Internal

Salary Administration · Manage the review and recommendations of salary annual reviews, propose to Regional Office necessary adjustments. · Ensure adequate and appropriate information is obtained from vendors and compared against the appropriate market. · Provide appropriate salary recommendations in line with market conditions and business projections. · Adopt sound salary administration practices in line with regional standards. Align salary/benefits review process to Regional Office standards and meet deadlines.

Role clarification and objectives setting · Continuously updating salary and benefits schemes with any regional changes

Incentive Programs · Develop and implement incentive plans to meet business performance requirements. · Manage the collection of data to support incentive payments. · Regularly review programs to ensure they encourage performance and behavioural requirements. Implements regional incentive programs and ensures local programs comply. · Promote and communicate programs as required.

International Assignees · Manage the application of expatriate's work permit and their compensation and benefits matters. · Manage the staffing quotas/ratio of expatriate versus local staff, prepare cost models for manpower

Market Intelligence · Conduct competitiveness surveys

Role Classification · Ensure consistent RCS

Performance Management · Ensure annual staff performance review · Benefits review & administration

Legislation: · Monitors legislation and regularly changes to determine impact on compensation and benefits provisions and make recommendations.

Information Management: · Reporting and Records: Manage the reporting for salary administration and incentive programs as required.

Budgeting: · Budgets: Manage the salary budget to ensure FTE tracking and salary costs are within budget. Provide accurate information to support annual operating plans and salary reviews. ·

· Conduct training and ensure managers are equip in writing job description · % of maps frames to job description · Build salary structure and salary matrix · Manage annual salary review process · Manage salary budgets effectively

· Number of training of managers in methodology · Accuracy in Database

· Up to date salary and benefits database § Abide to employment law in handling compensation and benefits matters § Level of compliance § Audit incentive programme for efficiency and effectiveness based on ROI § Regional office schemes implemented § Ensure incentive program are carried out and implemented as planned.

§ % over/under budget § Ensure HRIS data is up to-date and accurate § Managing the personnel cost and ensure AOP figures are met § Ensure short turnaround time for work permit application § Work demographic ratios § Cost budgets

People - Management

§ Develop a high performance service culture within the functional department. § Plan, organise and direct an efficient and effective functional department. § Develop IKOs/KPIs with team members and monitor individual performance. § Conduct performance appraisal. § Manage the allocation of appropriate resources and commitment of staff to the achievement of Global, Regional and Country objectives and targets. § Identify training needs and opportunities to develop a highly skilled functional department. § Employee satisfaction. § Unplanned staff turnover. § Employee development. § Succession planning. § Employee accountability and performance. Skills / Qualifications

Key capabilities

Skills Presentation skills (excellent) Payroll and administration skills Time Management and on time responsiveness Facilitation and training skills (excellent) Project management skills Database skills Software skills (Word, advanced Excel, PowerPoint, etc.) Excellence in regression analysis, logic, statistics, mathematics Communication skills, spoken and written (English and national language) Numerate and strong analytical skills

Competencies :

-Competency segment 'Business' Analysis: Breaks down a problem, situation or process into its component parts, separates the main issues from side-issues, understands the nature of parts and their relationship to one another. Seeks out and critically evaluates both numerical and narrative information. Draws accurate conclusions. -Planning & Organizing: Sets clear and realistic goals and objectives. Establishes a course of action and a sequence of steps to ensure that activities and objectives are efficiently achieved. Is structured with good personal organization. Schedules time effectively and uses efficient work methods and tools. -Decision Making: Makes timely and appropriate choices based on accurate analysis and experience. Uses sound judgment even in conditions of uncertainty. Anticipates impact of decisions and plans how to manage risk. Results Orientation: Continually seeks to accomplish critical tasks with measurable results. Overcomes obstacles and makes adjustments to achieve results. Focuses self and others to achieve targets aligned with business goals. -Competency segment 'Leadership' Teamwork: Works cooperatively with others to achieve target and objectives. Accomplishes own tasks in support of team goals and actively offers to help colleagues. Supports group decisions.

-Competency segment 'Personal'

Incumbent he/she must be able to demonstrate ability to influence decisions/actions. Accountability: Acts responsibly. Can be counted on to keep commitments. Complies with the intent of policies, procedures and agreements. Builds others' trust in own professionalism, integrity, expertise and ability to get results. -Communication: Provides both verbal and written information in a timely, clear and concise manner. Expresses ideas effectively, adjusting style, tools and mode to the needs of others. Listens attentively, and summarizes or asks questions, when needed, to clarify information. Self Management: Remains calm, objective and controlled in responding to urgent or demanding situations. Maintains effective performance under pressure. Stays positive. Proactively manage the administrative processes. Recommend solutions on all administrative matters. Participate in special projects and do all administrative matters. Ensure policies and procedures are applied consistently throughout the company. Maintain proper filing system, records and statistics related to general HR administrative functions. Administer, file and analyze claims. Incumbent has no direct reports and authority over country line and functional personnel. Nevertheless he/she must be able to demonstrate ability to influence decisions/actions through provision of value-added inputs into the organisation's business processes. Support HR department and team in HR related matters to drive HR programs and ensure backup of the HR team whenever necessary (annual leave, sick leave, pick seasons, HR Projects, ...) as part of AS ONE.

Internal contacts: Finance team, All country team, HR systems admin and C&B regional External contacts: Health Insurance, Pension entities, Lawyer, Market studies entities,

Commitment to Excel: Challenges self and others to exceed standards and achieve extraordinary results, striving for best in class. Is not easily deterred when obstacles or delays are encountered.

Expected years of experience

§ 5 years relevant HR experience. § 2 must be managerial or supervisory experience

Educational Qualifications

· Diploma BAC+5 or (equivalent) · Specialist HR qualification in compensation and benefits · Fluent French and English