Job Purpose
As an HR Business Partner specialising in Compensation and Benefits and HRISS, you are to strategically manage the organisation's compensation and benefits programs, to attract, retain, and motivate employees while ensuring alignment with business objectives and regulatory requirements.
Also to oversee the implementation, maintenance, and optimisation of HR information systems to support HR processes, data management, and analytics.
Roles and Responsibilities
Compensation and Benefits:
Design and implement compensation and benefits strategies, policies, and programs that align with the organisation's overall goals and support employee attraction, retention, and engagement.
Conduct regular analysis of market trends and industry benchmarks to ensure that compensation structures, pay scales, and incentive programs remain competitive and equitable.
Develop and implement plans for salary reviews, merit increases, and incentive compensation.
Oversee the administration of employee benefits programs, including health insurance, retirement plans, and other fringe benefits.
Stay informed about changes to labour laws, tax regulations, and industry standards affecting compensation and benefits practices.
Develop communication strategies to effectively communicate compensation and benefits programs to employees.
Provide guidance and support to employees on understanding their total rewards package, including individual benefits options and retirement planning.
Oversee the accurate and timely processing of payroll, including deductions, withholdings, and reporting.
Ensure that payroll systems and processes are efficient, accurate, and compliant with regulatory requirements.
Collaborate with HRBP specialising in Performance Management to ensure alignment between compensation, benefits, and performance management processes.
Provide input and support on compensation-related aspects of performance evaluations and incentive programs.
Analyse compensation and benefits data to identify trends, opportunities, and areas for improvement.
Generate reports and dashboards to track key metrics, monitor program effectiveness, and support data-driven decision-making.
HR Operation:
Gather necessary paperwork, conduct exit interviews, collect company property, and process the final payment or benefits owed to the departing employee.
Ensure that ex-staff receive their final entitlements, any accrued leave balances, and any other benefits or entitlements they are owed according to company policies, employment contracts, or applicable laws.
Ensure that all offboarding procedures comply with relevant employment laws, regulations, and company policies, including adhering to notice periods, notifying healthcare providers of discontinuation, and handling sensitive data in accordance with privacy laws.
Maintains accurate records of ex-staff, including their employment history, compensation details, benefits enrolment, and any other relevant information.
Communicates with various stakeholders, including the departing employee, managers, and IT support, to ensure a smooth transition during the offboarding process
Analyse offboarding data to identify trends, reasons for turnover, and opportunities for process improvement
HR Information Systems:
Lead the implementation and integration of HRIS platforms, modules, and functionalities, working closely with IT, vendors, and internal stakeholders to ensure alignment with HR processes and business needs.
Configure HRIS systems and modules to support HR processes, workflows, and data management requirements.
Oversee the accuracy, integrity, and security of HR data stored in HRIS systems.
Promote user adoption and proficiency in using HRIS systems to streamline processes and improve productivity.
Develop and generate reports, dashboards, and analytics using HRIS data to support HR metrics, workforce planning, and decision-making.
Provide insights and recommendations based on data analysis to inform HR strategies and initiatives.
Identify opportunities to streamline HR processes, eliminate manual tasks, and automate workflows using HRIS functionality and integrations with other systems.
Manage relationships with HRIS vendors, including contract negotiations, service level agreements (SLAs), and vendor performance evaluations.
Collaborate with vendors to address system issues, implement upgrades, and explore new functionalities.
Stay informed about emerging trends, technologies, and best practices in HRIS and HR technology.
Education & Experience
Bachelor's degree in Human Resources Management, Business Administration, or a related field. A master's degree is a plus.
Proven experience as an HRBP, focusing on Compensation and Benefits, HRIS.
Excellent interpersonal, communication, and negotiation skills.
Analytical mindset with the ability to interpret data and trends.
Familiarity with HRIS
Certifications:
CIPM, PHRi, SPHR, etc.
Required Competencies:
Compensation and Benefits Expertise: Deep understanding of compensation principles, benefits administration, and total rewards strategies.
Analytical Skills: Ability to analyse market data, conduct salary benchmarking, and interpret compensation and benefits trends.
Regulatory Knowledge: Knowledge of relevant laws and regulations governing compensation and benefits.
Communication: Excellent communication skills to effectively convey compensation and benefits information to stakeholders at all levels.
Business Acumen: Understanding of business goals and objectives to align compensation and benefits strategies with organisational priorities.
Negotiation Skills: Strong negotiation skills to collaborate with vendors, brokers, and consultants to obtain competitive pricing and terms.
Data Analysis: Proficiency in data analysis tools and techniques to interpret compensation data, identify trends, and make data-driven decisions.
Collaboration: Ability to collaborate effectively with cross-functional teams, including finance, Audit, Internal Control, legal, and HR, to achieve common goals.
Ethical Conduct: Commitment to ethical conduct and confidentiality in handling sensitive compensation and benefits information.
Technical Proficiency: Strong technical skills and proficiency in HRIS platforms, database management, and system configuration.
Problem-solving: Ability to troubleshoot technical issues, analyse root causes, and implement effective solutions.
Data Management: Knowledge of data management principles and best practices to ensure accuracy, integrity, and security of HRIS data.
Analytical Skills: Proficiency in data analysis tools and techniques to generate reports, dashboards, and analytics using HRIS data.