Total Rewards Manager

Key Responsibilities
1. Total Rewards Strategy
· Develop and implement the organization’s Total Rewards strategy aligned with business and people strategy.
· Establish a Total Rewards framework covering Compensation, Benefits, Performance Rewards, and Recognition.
· Review and recommend rewards strategies to support business growth, talent retention, and critical talent needs.
· Monitor market trends and emerging Total Rewards practices to ensure competitiveness. 2. Compensation & Job Architecture
· Lead the development and maintenance of Job Architecture, Job Levels, Job Families, and Career Structures in partnership with HRBP and business leaders.
· Develop and maintain salary structures, salary ranges, pay grades, and compensation guidelines.
· Conduct internal equity and external market benchmarking analysis.
· Review job evaluation and compensation positioning to ensure consistency and fairness.
· Provide compensation recommendations for new roles, promotions, transfers, and organizational changes. 3. Performance & Incentive Management
· Partner with HRBP and business leaders to design and improve short-term and long-term incentive programs.
· Review incentive schemes to ensure alignment between business performance, individual performance, and rewards.
· Support the development and governance of annual salary review, merit increase, bonus, and incentive processes.
· Analyze the effectiveness and financial impact of reward programs. 4. Benefits & Employee Value Proposition
· Review and develop competitive employee benefits aligned with workforce needs and business affordability.
· Conduct regular market benchmarking of benefits and recommend improvements.
· Partner with relevant HR teams and external providers to ensure effective benefit implementation.
· Evaluate benefit utilization, cost, and employee value. 5. HR Analytics & Total Rewards Insights
· Develop Total Rewards dashboards and analytics to support management decision-making.
· Analyze compensation costs, pay distribution, salary positioning, turnover, and reward effectiveness.
· Provide data-driven recommendations to management on compensation and benefits decisions.
· Monitor key Total Rewards KPIs and identify areas requiring action. 6. Governance & Compliance
· Establish Total Rewards policies, guidelines, and governance standards.
· Ensure compensation and benefits practices comply with applicable labor laws and regulations.
· Maintain appropriate controls over confidential compensation and employee data.
· Ensure consistency and transparency of reward practices across functions and employee groups. 7. Business & HR Partnership
· Act as a Total Rewards subject matter expert and strategic partner to HRBP and business leaders.
· Translate business requirements into practical and sustainable reward solutions.
· Provide consultation on compensation decisions, organizational changes, and critical talent cases.
· Work closely with HRBP, Finance, Payroll, HRIS, and Talent Management to ensure integrated people solutions. 8. Team Leadership
· Lead, coach, and develop the Total Rewards team to build strong technical and analytical capabilities.
· Establish team priorities, KPIs, and operating standards.
· Promote a data-driven and business-oriented Total Rewards culture. Key Deliverables
· Total Rewards Strategy & Roadmap
· Job Architecture & Salary Structure
· Annual Compensation Review
· Bonus & Incentive Programs
· Benefits Strategy & Benchmarking
· Compensation & Benefits Policies
· Market Benchmarking & Pay Equity Analysis
· Total Rewards Dashboard & Analytics
· Annual Total Rewards Budget & Cost Forecast
· Executive Compensation & Rewards Recommendations Qualifications
· Bachelor’s or master’s degree in human resources, Business Administration, Finance, Economics, or related fields.
· 7+ years of experience in Compensation & Benefits, Total Rewards, HR Strategy, or related HR functions.
· Experience in job evaluation, salary structure, market benchmarking, incentive design, and HR analytics.
· Strong understanding of Thai labor law and compensation & benefits practices.
· Experience partnering with senior management and business leaders.
· Strong analytical, problem-solving, and financial acumen.
· Strong stakeholder management and communication skills.
· Advanced Excel and HR analytics skills; experience with HRIS and compensation benchmarking tools is preferred.