People Rewards Manager

Hammerjack Pty Ltd; Philippines; Hybrid; PHP 800,000 - 1,400,000; Full time

Benefits offered by this job

Healthcare coverage on day one

Dependent coverage

Paid time-off with cash conversion

Group life insurance

Performance bonuses

Job summary

MicroSourcing in Quezon City is seeking a People & Rewards Manager to lead compensation governance and organizational design. You will partner with Management Staff leaders, owning the data engine that informs total rewards strategies and ensuring regulatory compliance.

You will translate the Director's strategy into actionable initiatives, balance salary architectures with performance data, and steer change management to deliver equitable, market-aligned rewards across the business.

Responsibilities

• Lead the design and governance of Management Staff salary structures and rewards.
• Own data modeling and market benchmarking to inform offers.
• Serve as a partner to executives, translating strategy into rewards programs.
• Ensure compliance with geographic and statutory requirements.
• Manage PMS lifecycle tailored for the Management Staff group.
• Provide market insights to guide recruitment and promotions.

Job description

Discover your 100% YOU with MicroSourcing!

Position: People & Rewards Manager

Location: Quezon City

Work setup & shift: Hybrid | Dayshift

Why join MicroSourcing

• Competitive Rewards: Enjoy above-market compensation, healthcare coverage on day one, plus one or more dependents, paid time-off with cash conversion, group life insurance, and performance bonuses.
• A Collaborative Spirit: Contribute to a positive and engaging work environment by participating in company-sponsored events and activities.
• Work-Life Harmony: Enjoy the balance between work and life that suits you with flexible work arrangements.
• Career Growth: Take advantage of opportunities for continuous learning and career advancement.
• Inclusive Teamwork: Be part of a team that celebrates diversity and fosters an inclusive culture.

Your Role

As a People Rewards Manager Manager, you will:

Serve as the primary consultant to Management Staff leaders, the business partner for organizational effectiveness, and the expert owning the data engine that informs the company's total rewards strategy.

Drives organizational effectiveness by translating the Director's overarching People & Rewards strategy into actionable business initiatives. While the Director sets the global philosophy and holds final approval, the Manager owns the functional blueprint; balancing complex organizational design, salary architectures, and performance data modeling with high-stakes workforce consultations, change management, and regulatory compliance.

Acts as a primary gatekeeper for financial commitments, providing the evidence-based analysis and pre-validations required for the Director to authorize high-stakes compensation and people decisions.

Scope Of Authority & Population Split

The Management Staff (Direct Cost):

stated that this role has strict governance over salary bands, benefits and policies because their pay directly impacts the company's profit margins.

The Client Staff (Pass-Through Cost):

stated that this role acts in an advisory and compliance-tracking capacity. It formally documents that clients hold the prerogative to give higher pay or premium perks, provided it is 100% billable back to them and legally feasible.

Business Partnering & Consultations:

Partners directly with Management Staff Leaders to deeply understand group strategies and KPIs, translating them into tailored people and reward initiatives.

Workforce Planning:

Leads the analysis of talent needs and skills gaps, overseeing the implementation of proactive plans.

Organizational Design Execution:

Leads workforce talent analysis and skills gap reviews, collaborating with business leaders on structural optimization and team design changes prior to Director sign-off.

Performance Management System (PMS):

Own and manage the end-to-end execution of the PMS lifecycle specifically tailored for the Management Staff group, serving as the technical process lead under the strategic direction of the Director. Collaborate with leadership to enforce timelines for individual performance objectives (iPOs) and appraisals, serving as the technical lead for the annual cycle.

Change Management:

Serves as the lead change agent, designing the roadmaps that guide business leaders through operational transitions and new process implementations.

Market Intelligence & Benchmarking (for Management Staff)

Survey Ownership: Serve as the primary point of contact for all global and local salary survey providers (e.g., Willis Towers Watson, Mercer, etc). Own the end-to-end data submission process, ensuring complete data integrity, and extract actionable market insights upon results release.

Deep-Dive Benchmarking: Perform technical job matching for critical, complex, niche, regular, or newly created roles. Determine the appropriate market data points (Industry, Geography, Revenue size) to ensure competitive positioning.

Management Staff Market Alignment: Conduct regular, deep-dive market alignment analyses comparing internal Management Staff salaries against external market data points. Diagnose gaps where the internal management team remains competitively positioned at market rates.

Market Pricing: Provide accurate market pricing to guide recruitment offers, internal promotions, and off-cycle salary adjustments.

Operational & Client Support:

Act as a technical consultant for Management Operations (P&P) Account Managers by providing up-to-date market data for their clients to support client staff merit increases, retention efforts, or salary alignment recommendations during account reviews.

Salary Structure, Compliance & Governance

Structure Maintenance for Management Staff: Own the mathematical modeling, building, and refreshing of salary grades, bands, and ranges. Perform the complex modeling required to shift structures in response to inflation, market volatility, or local economic shifts.

Geographic & Statutory Compliance

Geographic, Statutory & Government Compliance: Proactively monitor and stay updated on all government announcements, labor law amendments, and mandatory statutory benefit changes across all countries of operation. Analyze the business and financial impact of these updates, reformulate internal policies accordingly, and provide authoritative guidance and implementation blueprints to the HR Shared Services team to ensure flawless execution and zero statutory risk.

Approval Matrix Management

Regularly audit, review, and update the Corporate Approval Matrix to reflect current organizational delegations, financial authorities, and talent requests.

Compliance Safeguards & Reporting

Audit salaries and HR practices by enforcing 100% strict adherence to internal compensation bands and global standards for the Management Staff while monitoring the Client Staff Workforce for statutory legality. Under this dual framework, any specialized pay practice, premium allowance, or structural enhancement requested by a client for their account is permitted, provided it complies with local labor laws and government mandates. While the role provides market data and strategic salary recommendations to guide client compensation decisions, clients maintain flexibility to provide higher pay or premium perks above existing benchmarks or guidelines based on their commercial prerogatives. Operating within this model, the role ensures corporate protection by independently managing, authoring, and preparing all required government-mandated and statutory reports for the entire company, utilizing raw data pipelines and transactional processing