Assistant Director, HR CoE Performance and Rewards

National University Polyclinics; Singapore; On-site; USD 80,000 - 120,000; Full time

Job summary

An established industry player is seeking an Assistant Director for their HR Centre of Excellence. This pivotal role involves driving compensation initiatives for non-clinical job groups, ensuring alignment with organizational values and HR strategies. The ideal candidate will have extensive HR experience, strong analytical skills, and a knack for stakeholder engagement. You will oversee the implementation of compensation frameworks and lead annual salary reviews, making data-driven recommendations. Join a dynamic team where your contributions will shape the future of compensation practices and enhance employee satisfaction.

Qualifications

• 10+ years of HR experience with a focus on Compensation.
• Strong analytical skills and ability to interpret complex data.

Responsibilities

• Lead compensation frameworks and policies for non-clinicians.
• Drive annual salary increment and bonus exercises.

Skills

Analytical Skills

Stakeholder Engagement

Project Management

Communication Skills

Excel Skills

Education

Bachelor's Degree in Human Resources

Global Remuneration Professional Certification

Tools

SuccessFactors Compensation Module

Job description

Press Tab to Move to Skip to Content Link

Select how often (in days) to receive an alert: Create Alert

Assistant Director, HR CoE Performance and Rewards

Job ID: 8239

Job Function: Administration

Institution: National University Health System

Overview

As a key team member of the Group HR Centre of Excellence (CoE), Performance and Rewards (P&R) team, the Assistant Director plays a pivotal role in driving the planning, development, review, and implementation of compensation review exercises and initiatives for non-clinicians’ job groups (Nurses, Pharmacists, Allied Health Professionals, Ancillary and Administrative) across NUHS. This role involves strategic advisory, stakeholder engagement, data-driven decision-making, and operational excellence in executing compensation policy reviews and initiatives.

Responsibilities

• Group-wide compensation policies and initiatives execution
• Lead the formulation, review and implementation of compensation frameworks and policies for non-clinicians’ job groups.
• Drive annual salary increment and bonus exercises, from planning, costing simulations, proposal development, approval processes and execution to communications.
• Ensure alignment of compensation frameworks with organisational values, HR strategies, and manpower budgets.
• Work closely with external and internal key stakeholders to ensure smooth implementation, timely communications and payouts.
• Ministry and national-level compensation initiatives
• Represent NUHS in regular workgroups and project teams led by Ministry of Health (MOH) and MOH Holdings (MOHH), contributing to discussions and preparation of initiatives, such as salary enhancements and harmonisation initiatives.
• Consolidate feedback from institutions’ Compensation teams, conduct impact assessments, and provide data-backed recommendations to MOH and MOHH to facilitate their decision-making process.
• Coordinate implementation planning and change management across institutions .
• Union engagement and Collective Agreement (CA) negotiations
• Support annual Union negotiations for bonuses and increment, including preparing cost analysis and counterproposals.
• Participate in CA reviews for compensation related items, taking into consideration the cost impact and operational feasibility at institution-level.
• Manage implementation of changes, including system configuration, communications, and institutional alignment.
• Compensation policies and compliance
• Lead the regular review and enhancement of compensation policies to maintain relevance and compliance with legal legislation, organisational needs, and industry best practices.
• Collaborate with HR Technology and Shared Services teams to ensure policy alignment in HR system configuration and workflows.
• Market benchmarking and salary surveys
• Participate in MOH-led and external salary surveys.
• Analyse compensation trends and assess competitiveness.
• Translate market insights into actionable recommendations for management’s consideration.
• Lead the development of compensation-related budget parameters and manpower norm costs.
• Communicate the parameters to Group Finance and institutions’ Compensation teams for their incorporation in Group and institutions’ manpower budget.
• Provide regular manpower budget updates to Group Finance for their planning and projections.
• HR system (SuccessFactors)
• Partner with HR Technology, Project, Shared Services, and institutions’ Compensation teams to ensure smooth implementation.
• Oversees the configuration, testing and deployment of the compensation module within SuccessFactors.
• Ensure business requirements are met and the system changes are aligned with compensation processes.
• Team lead and key stakeholders’ management
• Supervise and develop a direct report, ensuring coaching, professional growth and delivery of quality outputs.
• Partner with stakeholders across HR, Finance, institutions’ Compensation teams to ensure smooth implementation of compensation initiatives.
• Support or lead any ad-hoc projects, such as harmonisation of compensation approaches and process.
• Bachelor’s Degree in Human Resources or related field.
• A relevant professional certification (e.g. Global Remuneration Professional) is an advantage.
• Minimum 10 years of HR experience with a strong focus in Compensation.
• Strong analytical skills with ability to interpret complex data using Intermediate Excel skills
• Strong stakeholder engagement in large complex organisation
• Excellent planning, project management and organizational skills
• Good written and verbal communication skills
• Proficiency in SuccessFactors Compensation Module is an advantage