#L1-PA1 Workforce Planning & Manpower Cost Management • Drive annual workforce planning and manpower budgeting in partnership with business HR and Finance — headcount, cost projections and position management. • Model manpower cost scenarios (increments, promotions, new hires, attrition backfills) and track budget vs. actuals through the year. • Support organisation design exercises with benchmarking of spans, layers and role-level costs. Compensation Digitalisation — Oracle (Fusion HCM) • Lead the digital setup and configuration of compensation modules on Oracle — salary structures, grades and ranges, workforce compensation plans, and the annual increment / bonus worksheets. • Partner with HRIS / IT teams on requirement gathering, UAT, go-live and hypercare for compensation and performance workflows. • Maintain data integrity of compensation elements in the system; automate letters, statements and approval flows. • Continuously identify opportunities to simplify and digitise C&B processes, including AI-enabled insights and self-service dashboards. Performance Management • Administer the performance management cycle — goal setting, check-ins, mid-year and annual reviews — on the digital platform. • Run calibration support, ratings analytics and pay-for-performance linkage (increment and bonus differentiation matrices). • Enable managers and employees on the performance and compensation tools through communication and training material. Compensation Operations & Benchmarking • Execute the annual compensation review cycle — market benchmarking surveys, pay-range design, increment and bonus budgets, and offer fitments. • Ensure internal parity and compliance with statutory and governance requirements in all pay decisions. HR Analytics & Reporting • Build and publish dashboards on headcount, manpower cost, compa-ratio, pay equity, attrition and productivity metrics for leadership reviews. • Deliver ad-hoc analyses and board / CHRO-level presentations with clear, actionable insights. Candidate Profile • 3–5 years of hands-on experience in compensation & benefits, rewards or HR analytics roles, preferably in a large, multi-business organisation. • Working experience of Oracle Fusion HCM (Workforce Compensation / Core HR / Performance modules) or a comparable HCM platform; exposure to module implementation is a strong advantage. • Advanced Excel and strong analytical modelling skills; familiarity with analytics tools preferred. • Sound understanding of performance management frameworks and pay-for-performance design. • High integrity and discretion in handling confidential data; strong stakeholder management and communication skills. • Structured problem-solver with attention to detail and the ability to manage cyclical peaks (increment cycle, budgeting, appraisals).