Total Rewards Lead

MGEN Thermal Energy Inc.; Pasig; On-site; PHP 2,000,000 - 3,000,000; Full time

Job summary

MGEN Thermal Energy Inc. is seeking a Total Rewards Lead to oversee the design, governance, and analytics of the company’s compensation, payroll, and benefits programs.

The role ensures market competitiveness, internal equity, and compliance across all rewards activities. You will lead benchmarking, job evaluation, and pay governance while coordinating with HR, Payroll, Finance, and management to implement salary adjustments, incentives, and rewards programs.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Statistics, Data Analytics, or a related field.
• Minimum of 10 years of relevant experience in compensation, payroll processing, benefits, total rewards, HR analytics, or related HR specialist role.
• Experience leading compensation design, salary structure management, market benchmarking, job evaluation, payroll input validation, rewards governance, and HR data analysis.
• Experience with compensation surveys such as Mercer, Willis Towers Watson, Radford, or similar market data sources is an advantage.

Responsibilities

• Lead the design, governance, and continuous improvement of total rewards programs, including salary structures and pay ranges.
• Oversee market benchmarking, job evaluation, and pay governance to ensure equity and competitiveness.
• Oversee payroll inputs, validation, and reconciliation with HR Operations, Payroll, and Finance.
• Ensure compliance with labor regulations and governance standards across compensation and payroll processes.
• Provide advisory leadership to HR partners and management on rewards analytics and policy design.

Skills

Stakeholder management

Data analytics

Payroll processing

Compensation design

Cost budgeting

Education

Bachelor's degree in HR/Finance/Accounting/Data Analytics

Tools

Payroll systems

Job description

The Total Rewards Lead is responsible for leading the design, governance, analysis, payroll processing oversight, and continuous improvement of the organization's total rewards programs. This role provides strategic and technical leadership across compensation, market benchmarking, salary structure management, job evaluation, payroll inputs and validation, benefits and rewards analytics, and pay governance.

Key Responsibilities:

A. Total Rewards Strategy, Design & Governance

• Lead the review, design, and continuous improvement of salary structures, pay ranges, job levels, compensation guidelines, and total rewards frameworks.

• Develop practical recommendations on pay philosophy, market positioning, job architecture, salary administration, incentives, allowances, and retention programs.

• Establish governance standards, decision guides, templates, and controls to promote consistent, equitable, and compliant rewards practices.

• Partner with HR and management stakeholders to align total rewards programs with business priorities, workforce needs, and budget parameters.

B. Compensation Analytics, Benchmarking & Job Evaluation

• Lead market benchmarking activities using salary surveys, external market references, internal data, and business inputs.

• Conduct pay competitiveness reviews, internal equity analyses, market positioning assessments, salary modeling, merit increase simulations, and budget impact studies.

• Oversee job evaluation and job leveling activities to ensure position alignment with organizational structure, scope, accountability, and compensation framework.

• Prepare concise, executive-ready reports, dashboards, and recommendations that support data-driven decisions by HR leaders and management.

C. Payroll Processing, Pay Administration & Data Validation

• Oversee payroll processing inputs related to compensation changes, new hires, movements, promotions, salary adjustments, incentives, allowances, deductions, and final pay items, ensuring completeness, accuracy, confidentiality, and timely submission.

• Validate payroll-related reports, master data, salary movements, and pay-impacting transactions in coordination with HR Operations, Payroll, Finance, and other stakeholders.

• Review payroll variance, retroactive adjustments, exception reports, and reconciliation items, and recommend corrective actions where needed.

• Ensure payroll processing activities are aligned with approved policies, compensation governance, internal controls, labor requirements, and audit documentation standards.

D. Program Operations, Compliance & Process Excellence

• Ensure compensation, payroll, and rewards processes are executed accurately, confidentially, and in accordance with company policies, approved governance, and applicable labor regulations.

• Maintain and improve standard operating procedures, data trackers, audit files, policy documents, payroll calendars, and rewards communication materials.

• Coordinate with HR Operations, Payroll, Finance, and other stakeholders to ensure timely implementation of salary adjustments, incentives, benefits, and rewards-related actions.

• Identify process risks, data issues, control gaps, and payroll-impacting errors, and recommend practical improvements to strengthen operational reliability and compliance.

E. Stakeholder Advisory, Project Leadership & Capability Building

• Serve as the primary advisory resource for compensation, payroll-related pay administration, benefits, and rewards analysis, providing clear guidance to HR Business Partners, HR Operations, leaders, and management teams.

• Lead cross-functional total rewards and payroll process improvement projects from planning through implementation, ensuring accurate analysis, stakeholder alignment, and practical business outcome.

• Facilitate briefings or orientation sessions on salary structures, pay decisions, payroll cut-off requirements, benchmarking outputs, rewards policies, and governance standards.

• Coach or guide junior HR staff or analysts, promote disciplined data management, and help build broader HR capability in interpreting rewards and payroll information.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Statistics, Data Analytics, or a related field.

• Minimum of 10 years of relevant experience in compensation, payroll processing, benefits, total rewards, HR analytics, or a closely related HR specialist role.

• Demonstrated experience leading compensation design, salary structure management, market benchmarking, job evaluation, payroll input validation, rewards governance, and HR data analysis.

• Experience with compensation surveys such as Mercer, Willis Towers Watson, Radford, or similar market data sources is an advantage.

• Experience coordinating payroll-impacting transactions, payroll reports, salary adjustments, incentives, allowances, deductions, and reconciliation activities is preferred.

• Experience leading cross-functional HR, payroll, or rewards projects and advising stakeholders at management level.