This role is responsible for developing the performance management strategy and total rewards philosophy to attract and retain talent. Additionally, this role involves establishing a performance management framework and a total rewards philosophy for the organisation. It includes managing performance review cycles, planning compensation and benefits policies, and enhancing the employee value proposition. Responsibilities: A) Performance Management Lead the development of performance management philosophies and frameworks for all employee groups as directed. Engage with business leaders to clarify business strategy and co-develop key performance indicators (KPIs) for senior leaders. Manage the annual performance management process/cycle, including progress monitoring of annual performance planning, the mid-year review and annual review. Provide training to managers on effective performance management techniques. Conduct calibration sessions where managers discuss and align their assessments to minimise bias and achieve a more objective evaluation. Consult and work with Industrial Relations or Employee Relations specialists to resolve any performance review grievances. Work together with Strategic Planning to cascade divisional KPI and track the progress of KPI. Be the point person for CGC e-PMS module rollout, enhancement, and maintenance. B) Rewards Management Align the organisation&aposs rewards management policies and practices with organisational needs. Conduct market research to continuously track prevailing pay rates and benchmark compensation and benefits against industry standards. Develop and implement competitive rewards programs for attracting and retaining talent. Monitor and evaluate the effectiveness of the organisation&aposs rewards programs for compensation and benefits decision-making. Lead the job matching process to ensure alignment of job matching and competitive compensation for all levels. Manage the organisation's increments and bonus exercise, including the rewards technology system and any releases, enhancements, or improvements. Ensure that compensation practices follow Bank Negara Malaysia (BNM), Malaysian Acts and international legislations (pay equity, human rights, etc.). Provide clear and consistent communication to employees regarding the organisation&aposs rewards programs. Establish and maintain relationships with Rewards representatives from leading companies and industry experts. C) Policies & Procedures Be familiar with the relevant compensation and benefits policies and regulations in Malaysia. Review and update performance and rewards policies regularly to ensure accuracy, compliance, and efficiency of the relevant processes. Conduct thorough research and feasibility studies before initiating HR projects or initiatives related to performance and rewards. D) Others Develop strategic partnerships with key stakeholders to plan, define, and ensure the effective implementation of related strategies. Provide advice and guidance to employees on performance, compensation and benefits concerns and processes. Provide leadership for the team's development. Execute and implement any job assignment given by the Management. Requirements: Minimum a degree in Human Resource Management, Business Administration or equivalent professional qualification. A master's degree will be a plus. Any relevant Professional Certification will be an added advantage. Significant experience with a minimum of 7 years of relevant experience in Human Resources, focusing on HR strategic function or performance and rewards strategy. Solid knowledge of performance and rewards management, relevant Malaysian Employment Law and Bank Negara Malaysia (BNM) related guidelines. Ability to work in a high-pressure environment and manage priorities effectively. Effective at negotiating and influencing, with good presentational skills. Strong communication skills with a stable and mature mindset. Show more Show less