Senior Associate, Performance and Rewards

RM 5,000 - RM 7,000 / month

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KEY RESPONSIBILITIES:

Performance Management

Performance Management Cycle: Coordinate the full lifecycle of performance management, including probationary confirmations, mid-year assessments, and year-end evaluations.
Performance Frameworks: Assist in developing and implementing frameworks such as OKRs (Objectives and Key Results) and KPIs (Key Performance Indicators) to drive measurable and strategic employee performance. Coordinate the enterprise scorecard to align individual and team goals with the company’s strategic objectives.
Performance Improvement Plans (PIPs): Identify underperforming employees, implement PIPs to address performance gaps, and monitor progress with clear milestones and follow-ups.
Analyze Performance Data : Conduct detailed analyses of performance trends and metrics to provide actionable insights that support decision-making and identify opportunities for improvement.
Facilitate Coaching Sessions: Deliver coaching sessions for managers and employees, focusing on performance evaluation techniques, effective feedback delivery, and fostering a culture of continuous improvement.

Rewards and Recognition

Reward Framework: Assist in designing and implementing a reward framework that aligns with performance bands and outcomes, encompassing bonuses, incentives, and recognition programs to drive employee engagement and retention.
Benchmarking: Collaborate with the Compensation and Benefits team to ensure that reward structures are competitive, equitable, and aligned with industry benchmarks.

Talent Development

Skill Matrix: Collaborate with training teams to conduct skills audits, evaluate workforce capabilities, and maintain a skills matrix to identify and address competency gaps.

Talent and Succession Planning

Succession Planning: Coordinate succession plans to ensure the organization has a robust pipeline of talent for critical roles.
Talent Management: Coordinate readiness levels and assess talent pools to align employee development with the organization’s long-term goals.

COMPETENCIES & SKILLS:

Analytical Thinking: Ability to support HR leaders by analyzing performance trends and providing actionable insights.
Communication Skills: Skill in facilitating discussions and preparing materials to support feedback and coaching initiatives.
Problem-Solving: Capability to assist in identifying performance gaps and recommending appropriate PIPs.
Compensation Design: Knowledge in contributing to the creation of reward frameworks, including bonuses, incentives, and recognition programs.
Workforce Evaluation: Ability to assist in conducting skills audits and updating the skills matrix to align with workforce capabilities.
Succession Planning: Skill in supporting the creation of succession plans and preparing tools to identify potential talent.
Talent Assessment: Competency in assisting with evaluating talent pools and readiness levels to meet long-term organizational goals.
Stakeholder Collaboration: Proficiency in collaborating with the HR leader, C&B and training team to align rewards and performance initiatives with strategic objectives.