Salary Structure Implementation
* Lead the execution of the P50 Salary Structure project, including mapping current pay scales to new ranges.
* Conduct internal parity analysis to ensure fairness across job families, grades, and business units.
* Develop and distribute communication materials and guidelines to managers and employees.
* Monitor implementation progress, track exceptions, and recommend adjustments where needed.


Compensation Planning
* Support annual compensation review cycles (merit increases, promotions, adjustments).
* Prepare costing models and impact analysis for management approval.
* Partner with Finance to align salary budgets with organizational affordability.
* Ensure pay programs support talent attraction, retention, and performance objectives.


Benefits Administration
* Manage employee benefits programs (healthcare, insurance, allowances, etc.) and evaluate competitiveness.
* Assess cost-effectiveness and propose improvements to benefits packages.
* Conduct employee feedback surveys to measure benefits satisfaction.
* Ensure benefits align with employee needs and organizational culture.


Analytics & Reporting
* Develop and maintain compensation dashboards with metrics such as pay ratio, compa-ratio, and market positioning.
* Conduct regular audits of salary and benefits data to ensure accuracy.
* Generate reports for ExCom and Board Committees on reward trends, budget utilization, and salary structure compliance.
* Provide predictive insights on reward strategies to support future workforce planning.


Policy & Compliance
* Draft, update, and communicate reward-related policies and SOPs.
* Ensure compliance with Malaysian Employment Act, tax regulations, and internal governance.
* Conduct regular audits to minimize risks in payroll, benefits, and allowances.
* Support internal and external audits related to compensation and benefits.


Stakeholder Engagement
* Act as a subject matter expert to HR Business Partners, providing guidance on pay decisions.
* Facilitate training and workshops for line managers on interpreting and applying salary structures.
* Partner with Finance and Audit to ensure transparency and governance in compensation practices.
* Build strong collaboration with senior leaders to gain buy-in for reward initiatives.