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Head of Strategic Rewards

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Head of Strategic Rewards

  • Location:

    Vietnam

  • Sector:

    Monroe Insurance & Legal

  • Job type:

    Permanent

  • Salary:

    Negotiable

  • Contact:

    Olivia

  • Contact email:

    sa.nguyen@monroeconsulting.vn

  • Job ref:

    BBBH401420_1659327622

  • Published:

    13 days ago

  • Expiry date:

    2022-10-30

  • Client:

    Monroe Consulting Group

International award-winning executive recruitment expert Monroe Consulting Group is recruiting on behalf of an Insurance firm. Head of Total Rewards leads the strategy, communications, and compliance of all total rewards programs, policies, and processes.

As a thought leader, you'll drive innovation in our rewards strategy and help us communicate the value of our total rewards to employees while making a positive impact on employee well being.
Reporting to the Chief Human Resources Officer (CHRO), you will develop and implement compensation programs including salary, bonus, and equity plans, as well as country benefit and wellness programs, and partner across the people organization on talent experience strategy and priorities. You will also partner with Talent Operation and HRBPs on configuring the HRIS and compensation systems and processes for global scale.

Job Responsibilities:

  • Develop and lead the Company's comprehensive Total Rewards strategy leveraging compelling and equitable compensation and benefits programs that will attract and retain talent.
  • Conduct a global Total Rewards assessment, inclusive of compensation programs, operating structure, process, and technology.
  • Partner closely with Talent Operations on data and the HRIS system, including the evaluation and implementation of any future changes to the HRIS system.
  • Partner with finance and HRBPs for effective administration of payroll; evaluate long term solution for payroll administration globally.
  • Lead the proposal, development, implementation, and iteration of a Total Rewards plan that aligns with company's growing, global business and is inclusive of all rewards (base salary, short and long-term incentives) and benefits, (health and welfare, retirement, voluntary benefits, and wellness initiatives).
  • Develop simple tools that can be used by recruiters, candidates, and employees to effectively communicate all aspects of a Total Rewards compensation package.
  • Partner with CPO, CFO and Communications function to effectively tell the value story of all iCIMS compensation and benefits plans and programs.
  • Lead successful annual compensation planning including but not limited to execution of base salary, bonus, short and long term incentives, benefits and all related communications and administration.
  • Provide thought leadership to the business on compensation issues including new hire packages, performance recognition, incentive plans, retention arrangements and overall compensation structure.
  • In partnership with Finance, establish compensation budgets and guidelines for all company's locations.
  • Establish and maintain alignment between performance management and future succession planning processes and pay programs.
  • Partner cross-functionally and externally on current and future equity programs; ensuring that they are competitive and that administration of them is set to scale globally. Align with leadership, including CPO, CFO, Legal and the Compensation Committee of the Board of Directors on strategic plans for Executive Compensation with a potential pre-IPO view and perspective.

Job Requirements:

  • 15+ years of experience in Total Rewards/ C&B, and HRIS.
  • Senior-level experience developing compensation philosophies for big MNCs companies ranging in size from 1000+ headcounts.
  • A proven history of influencing executive leadership with a combination of deep subject matter expertise, relationship-building abilities, and a passion to create equitable and inclusive programs that contribute to a great company culture.
  • Experience with compensation benchmarking data (for example, Mercer,etc).Strong understanding of interdependencies in program and systems design, legal and tax and financial implications of all compensation elements (base, bonus and equity).
  • Experience in leading large-scale projects with heavy change management requirements.
  • Demonstrated experience building and coaching a high performing and engaged team, as well as working cross-functionally with key dependencies in other departments.
  • Ability to handle confidential information with high levels of discretion.