People Rewards Manager
MicroSourcing
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Benefits offered by this job
Job summary
MicroSourcing is seeking a People & Rewards Manager in Quezon City to lead the total rewards strategy, salary structuring, and governance across Management and Client staff. You will partner with senior leaders to translate strategy into actionable programs, ensuring compliance and data integrity.
You will manage PMS processes, market benchmarking, and incentive designs while collaborating with global survey providers to keep compensation aligned with market and business goals.
Qualifications
- Bachelor’s degree in HRM, Business Administration, Finance, Economics, or related field.
- Experience in HR total rewards and compensation governance is ideal.
- Strong data analytics and market pricing experience.
- Excellent communication and stakeholder management skills.
Responsibilities
- Own end‑to‑end PMS lifecycle for Management Staff, with timelines and governance.
- Design and execute cash and non‑cash compensation structures in line with market data.
- Lead change management and drive adoption of new processes.
- Gather market data from global vendors and translate into actionable insights.
- Ensure regulatory compliance and governance of salary bands and benefits.
- Partner with executives to support talent decisions and financial approvals.
Skills
Education
Tools
Job description
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.
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.
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 that it is 100% billable back to them and legally feasible.
Partners directly with Management Staff Leaders to deeply understand group strategies and KPIs, translating them into tailored people and reward initiatives.
Leads the analysis of talent needs and skills gaps, overseeing the implementation of proactive plans.
Leads workforce talent analysis and skills gap reviews, collaborating with business leaders on structural optimization and team design changes prior to Director sign‑off.
Owns and manages 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. Collaborates with leadership to enforce timelines for individual performance objectives (iPOs) and appraisals, serving as the technical lead for the annual cycle.
Serves as the lead change agent, designing the roadmaps that guide business leaders through operational transitions and new process implementations.
Survey Ownership: Serves as the primary point of contact for all global and local salary survey providers (e.g., Willis Towers Watson, Mercer, etc). Owns the end-to-end data submission process, ensuring complete data integrity, and extracts actionable market insights upon results release.
Deep-Dive Benchmarking: Performs technical job matching for critical, complex, niche, regular, or newly created roles. Determines the appropriate market data points (Industry, Geography, Revenue size) to ensure competitive positioning.
Management Staff Market Alignment: Conducts regular, deep-dive market alignment analyses comparing internal Management Staff salaries against external market data points. Diagnoses gaps where the internal management team remains competitively positioned at market rates.
Market Pricing: Provides accurate market pricing to guide recruitment offers, internal promotions, and off-cycle salary adjustments.
Operational & Client Support: Acts 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: Owns the mathematical modeling, building, and refreshing of salary grades, bands, and ranges. Performs the complex modeling required to shift structures in response to inflation, market volatility, or local economic shifts.
Geographic & Statutory Compliance: Proactively monitors and stays updated on all government announcements, labor law amendments, and mandatory statutory benefit changes across all countries of operation. Analyzes the business and financial impact of these updates, reformulates internal policies accordingly, and provides authoritative guidance and implementation blueprints to the HR Shared Services team to ensure flawless execution and zero statutory risk.
Approval Matrix Management: Regularly audits, reviews, and updates the Corporate Approval Matrix to reflect current organizational delegations, financial authorities, and talent requests.
Compliance Safeguards & Reporting: Audits 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 supplied by the HR Total Rewards Shared Services team.
Short-Term Incentive (STI) Lifecycle Management: Leads the end-to-end administration of Short-Term Incentives (STI); this includes periodic policy reviews, computing payouts, preparing/releasing pay letters, reporting to payroll, and ensuring the secure filing of signed copies.
Tool Engineering: Designs the calculators, merit matrices, and performance-to-pay modeling tools used by the broader HR team to execute cycles flawlessly.
Annual Merit Increase Roadmap: Owns the full annual merit increase roadmap, developing and deploying merit tools, and recommending increase frameworks for the Director’s review and approval based on established corporate guidelines.
Financial Roll-Up: Consolidates complex, distributed recommendations and prepares detailed ‘Roll-up’ financial impact analyses for the Director’s review, approval, and eventual presentation to the CPO, CFO, and CEO.
Cycle Execution & Final Output: Executes final outputs after Board approval under strict deadlines, which includes preparing and distributing pay letters, reporting final updates to payroll, and archiving signed documentation.
Headcount Requisition Oversight: Pre-screens and validates all requests for headcount via the Talent Acquisition (TA) tool. For additional or unbudgeted positions, verifies budget availability and ensures the request strictly adheres to the established Corporate Approval Matrix.
Pre-Offer & Contract Validation: Serves as the mandatory approval point for all job offers and employment contracts before any discussion takes place between Talent Acquisition and the candidate. Validates that every proposed offer aligns with the approved position level, departmental budget, designated salary range, and internal equity standards prior to candidate engagement.
Gatekeeping & Escalations: Utilizes the Corporate Approval Matrix as the primary reference to identify discrepancies; acts as the critical gatekeeper who reviews non-aligned or off-cycle talent requests and packages evidence-based business cases to secure the Director’s or higher executive (if needed) approvals before candidate engagement proceeds.
Programs & Policy Formulation: Reviews, updates, and formulates the corporate Rewards & Recognition framework such as MS Finest, Service Awards, and other employee‑appreciation initiatives; aligns all programmatic changes with the Director’s overarching strategy.
Wellness Strategy, Program Formulation & Regulatory Governance: Forms, reviews, and enhances corporate wellness roadmaps; ensures the organization proactively adapts to and integrates all current government wellness mandates, statutory updates, and state-legislated health directives. Escalates budgetary impacts resulting from statutory changes to the Director for executive authorization.
Optimization of Current Providers & Value-Added Sourcing: Maximizes and drives the utilization of wellness offerings already embedded within the current health provider (HMO) and active employee-initiated benefits platforms (e.g., Savii). Beyond these partnerships, independently researches, architectures, and sources supplemental, employee‑centric wellness interventions to elevate organizational health.
Preliminary Commercial Review: Evaluates and pre-selects supplemental platform vendors, conducting thorough preliminary commercial reviews and cost-benefit analyses before submitting final contract proposals for the Director’s executive approval and commercial signature.
Operational Implementation Partnership: Partners closely with the Total Rewards Shared Services team to transition these conceptual frameworks into operational realities. Leverages their administrative infrastructure for company-wide event execution, logistics coordination, communication rollouts, and enrollment management.
Big-Ticket Benefits & Broker Management: Manages the operational execution and timelines for high-stakes, big-ticket program updates, specifically driving the data collection for annual medical (health insurance) and group life insurance renewals. Partners closely with and manages the appointed insurance broker to oversee the market review, ensuring the broker efficiently handles supplier selection and aggregates Request for Proposals (RFPs) for the Director’s final commercial review.
Employee-Initiated Benefits & Vendor Ownership: Independently drives the operational lifecycle for voluntary, employee-initiated benefit programs (e.g., Savii, Fitness First, and other wellness or financial partners). Evaluates all commercial proposals, negotiates contract terms, manages SLAs, and handles ongoing vendor relationships and engagement rollouts for these platforms within budget thresholds established by the Director.
Advanced Diagnostics: Analyzes operational data, monthly reports, and market intelligence to diagnose underlying people challenges and presents evidence-based recommendations to business leaders.
Employee Relations & Leadership Coaching: Acts as the point of contact for complex employee relations issues and provides targeted coaching to business leaders on fostering high-performing cultures and resolving conflict.
Technical Consultation: Acts as the “go-to” subject-matter expert for HRBPs, leaders, and other stakeholders regarding compensation policy interpretation, offer construction, and retention counter-offers.
Drives specialized People & Culture (P&C), Total Rewards projects, and performs other duties or tasks that may be assigned by leadership from time to time to support the evolving needs of the business.
Education: Bachelor’s degree in Human Resources Management, Business Administration, Finance, Economics, or a related field requiring heavy quantitative and analytical execution.
Experience: Minimum of 5 years of progressive experience moving between HR Business Partnering and Compensation/Total Rewards roles. Must include a strong background in running large‑scale data projects independently, ideally within a fast‑paced or BPO environment.
Matrix Competency: Proven track record of successfully influencing stakeholders and navigating within complex matrix reporting structures.
Stakeholder Management: Exceptional ability to build relationships, build consensus, and influence site leaders, senior managers, and frontline leaders.
Advanced Excel & G-Sheets Mastery: Mastery of advanced data modeling, Excel, and Google Sheets is required. Must have the ability to build complex models from scratch using nested logic, Pivot Tables, and complex formulas (including INDEX/MATCH, VLOOKUP, and nested IF statements).
Analytical Mindset: High data acuity, with the unique ability to analyze a spreadsheet of 10,000 rows, diagnose systemic structural issues, and extract clear, strategic business narratives for leadership presentations.
System Savvy: High proficiency in HRIS Compensation Modules (e.g., Workday, Oracle, SAP) and industry-standard Market Pricing tools (e.g., Willis Towers Watson, Mercer tools).
Communication & Interpersonal Skills: Exceptional communication skills with the explicit ability to explain the 'Why' behind a salary range, financial roll-up, or reward policy to operational stakeholders without relying on heavy 'HR-speak'.
Regulatory & Legal Knowledge: Comprehensive operational knowledge of local labor laws, global pay parity principles, and statutory compliance safeguards across regions.
With over 9,000 professionals across 13 delivery centers, MicroSourcing is the pioneer and largest offshore provider of managed services in the Philippines.
MicroSourcing firmly believes that our company’s strength lies in our people’s diversity and talent. We are proud to foster an inclusive culture that embraces individuals of all races, genders, ethnicities, abilities, and backgrounds. We provide space for everyone, embracing different perspectives, and making room for opportunities for each individual to thrive.
At MicroSourcing, equality is not merely a slogan – it’s our commitment. Our way of life. Here, we don’t just accept your unique authentic self – we celebrate it, valuing every individual’s contribution to our collective success and growth.
For more information, visit https://www.microsourcing.com/
- Terms & conditions apply
Requirements:
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