Compensation and Benefits Manager

WHAT YOU WILL DO

This position is responsible for developing, designing, and administering the total rewards program, policies, and systems covering base salary, statutory benefits, variable and fixed benefits, and rewards and recognition design to attract, motivate and reward talents essential to achieving the company's business objectives.

1. Compensation Strategy and Policies

• Conducts review and recommends compensation strategy, philosophy, and policies design to maintain internal equity while attracting, retaining, and motivating talents
• Conducts or participates in compensation benchmarking surveys to compare the company's remuneration package versus target group or industry
• Identifies strengths and weaknesses of the existing compensation package as a reference in the review, design, and development of the compensation strategy and policies
• Reviews and recommends compensation strategy and policies: the salary structure, salary adjustments, benefits, rewards, recognition, and other compensation elements
• Communicates to HR team: HR Business Partners, HR Operations & Shared Services compensation policies and guidelines ensuring consistent implementation and communication across PCPPI
• Implements metrics to measure the effectiveness of the total rewards programs in achieving organizational objectives and recommends for modification, as needed
• Keeps abreast of regulatory changes affecting benefit plans and ensures company benefit plans and practices comply with regulatory requirements

2. Annual Salary Administration

• Conducts annual salary review taking into consideration overall company performance, affordability, sustainability, inflation, and individual performance anchored on company compensation philosophy.
• Recommends annual salary increases and guidelines, if warranted.
• Collaborates with HR Business Partners in the implementation of the approved salary increases.
• Resolves disputes and communicates resolutions on salary issues.

3. CBA Compensation Strategy

• Recommends compensation strategy for Unionized employees aligned with company strategy.
• Designs CBA compensation package during CBA negotiation in coordination with Labor and Industrial Relations and HRBP.
• Ensures compliance with regulatory requirements.

4. Benefits Administration

• Develops and designs systems, procedures, templates for the consistent application of benefits.
• Conducts periodic review and audit on the implementation company and regulatory benefits.
• Collaborates with HR Operations in communicating and administering approved compensation strategies and
• guidelines, including base salary, benefits, retirement, engagement, and other compensation programs.

5. Performance Management

• Develops and cascades the implementation of performance management systems and processes.
• Supports Functional Heads and HRBP in the cascade of annual goals and KPI.
• Collaborates with HRBP and integrates yearly performance management review and calibration process.
• Prepares recommendations to management on functional performance calibration results for approval and as the basis for salary adjustments and appropriate rewards.

6. Rewards and Recognition

• Develops rewards and recognition programs to enhance employee engagement in delivering company goals and objectives.
• Collaborates with HRBP and Functional heads in the implementation of rewards and recognition programs.

7. Cost Management

• Prepares department budget, monitors and ensures operational expenses are within approved budget.
• Implements cost-savings opportunities while maintaining the quality and level of service.

8. Reports Preparation and Submission

• Reviews department reports (daily, weekly, monthly, and quarterly)

Qualifications

• College Graduate: Degree in Business Administration or Statistics, Management Engineering or related courses.
• At least ten (10) years of work experience in organizational development, HR operations, compensation,
• benefits, rewards design, and management.
• Solid understanding of the labor laws and in-depth exposure in a unionized environment.
• Expertise in managing multiple projects with competing priorities and multiple stakeholders.
• Understanding of the beverage industry.

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