Job Summary:

 

The Total Rewards Specialist is a critical member of the HR team responsible for co-designing, administering, and continuously improving compensation, benefits, rewards, employee mobility, and workforce data reporting processes. Operating in a fast-paced, highly technical manufacturing environment, this role ensures that total rewards programs are competitive, equitable, legally compliant, and aligned with the company’s talent strategy and growth plans.

 

This position works closely with cross-functional teams—including Employee Relations and Business Partnering, Talent Acquisition, Payroll, Finance, and Site Operations—to deliver a compelling and data-driven employee value proposition that supports business objectives while fostering employee engagement and retention.

 

Key Responsibilities:

 

1. Compensation & Benefits Strategy and Operations:

Support the design and implementation of competitive and equitable compensation structures for various roles across the organization. Support to conduct job evaluations and benchmarking using market data and industry comparators to ensure internal equity and external competitiveness. Manage day-to-day administration of statutory and company-provided benefits, including health insurance, group life insurance, retirement plans, leave benefits, and wellness initiatives. Ensure all benefits programs are compliant with Philippine laws and regulations (DOLE, SSS, PhilHealth, Pag-IBIG, BIR, etc.) and manage regular audit readiness.

 

2. New Hire and Job Candidate Compensation:

Evaluate job offers and determine compensation packages that balance market competitiveness, internal equity, and salary ranges. Serve as a compensation advisor to Talent Acquisition and hiring managers by offering compensation scenarios and guidance on starting salaries, premiums, and pay ranges for roles being filled. Contribute to the calibration of hiring rates for new roles based on market data, production demands, and talent availability.

 

3. Cyclical Compensation Planning:

Coordinate the end-to-end annual compensation review process including merit increases, market adjustments, annual bonuses, and promotions. Develop compensation planning tools, review analytics, and ensure accurate application of compensation guidelines across departments. Support calibration sessions and decision-making by preparing dashboards and pay distribution insights. Maintain and track promotion decisions, ensuring fairness, internal alignment, and documentation integrity.

 

4. Employee Mobility:

Facilitate local and international mobility programs such as employee transfers, relocations, and assignments. Coordinate mobility-related logistics, including relocation allowances, housing, transportation, and tax implications. Partner with external vendors for immigration and documentation requirements for foreign or regionally mobile staff. Monitor mobility costs and ensure adherence to internal policies and labor laws.

 

5. Rewards & Recognition:

Administer and continuously improve the company’s recognition programs, including service awards, on-the-spot recognitions, team awards, and performance-based acknowledgments. Design new initiatives that recognize behavior aligned with company values and operational excellence, especially in plant settings. Analyze program participation and effectiveness and recommend enhancements to boost employee engagement and culture-building.

 

6. Reporting, Analytics & Workforce Data Monitoring:

Reporting and analysis of key HR and workforce metrics, including: Total rewards cost analysis Compensation distribution and equity tracking Benefits utilization trends Headcount movement and attrition Time and attendance, overtime trends, and work hour patterns New hire activity and demographic breakdown Provide high-quality data to support decision-making in compensation reviews, strategic workforce planning, and operational audits. Ensure data integrity across all platforms (HRIS, payroll systems, attendance tracking) and support continuous improvement in HR data governance. Collaborate with HRIS and Finance teams to automate, streamline, and improve reporting capabilities.

 

Qualifications:

Bachelor’s degree in human resources, Business Administration, Finance, Psychology, or a related field. 5 - 8 years of solid experience in compensation and benefits, total rewards, or HR operations, ideally in a manufacturing, electronics, or high-tech environment. Strong knowledge of Philippine labor laws and government-mandated benefits. Experience in the industries of power systems, electronics manufacturing, and semiconductor sectors. Advanced proficiency in Microsoft Excel (pivot tables, formulas, dashboards) and experience using HR systems such as SAP, Oracle, or Workday. Demonstrated experience in compensation planning cycles and developing workforce dashboards. High level of integrity and confidentiality in managing sensitive employee data. Strong interpersonal and stakeholder management skills, with a proactive and solutions-oriented mindset. Certifications such as CCP (Certified Compensation Professional), CBP (Certified Benefits Professional), or GMS (Global Mobility Specialist) are a plus.

 

Core Competencies:

Total Rewards Expertise: Understanding of compensation frameworks, benefits structures, and their impact on workforce motivation and retention. Data Analysis & Reporting: Ability to translate complex data into actionable insights for HR and business leaders. Project Management: Skilled in managing cyclical HR events such as annual salary reviews, promotion cycles, and policy updates. Compliance & Governance: Deep awareness of local labor regulations and commitment to regulatory compliance. Business Acumen: Aligns HR initiatives with operational and financial realities of manufacturing and technical work environments. Communication & Influence: Able to explain rewards-related matters clearly to various audiences and influence decision-making with data and logic.