Port Of Tanjung Pelepas Hiring! Full Time General Manager, Performance, Effectiveness - Rewards in Federal Territory - Ricebowl

Job Purpose

To lead the development and implementation of Group-wide and global performance effectiveness and rewards strategies, frameworks and programmes to enhance organisational performance, employee productivity and talent competitiveness. The role drives the alignment and harmonisation of performance management and remuneration practices across domestic and international operations, ensuring consistency with Group objectives whilst considering local market dynamics, regulatory requirements and global best practices.

Key Responsibilities

A. Global Performance Management & Effectiveness

1. Lead the development and implementation of Group-wide and global performance management frameworks, policies and processes aligned with the Group's strategic objectives.
2. Drive the alignment of organisational, business unit and individual performance objectives across domestic and international operations.
3. Oversee the performance management cycle, including objective setting, performance reviews, calibration and performance improvement initiatives.
4. Establish consistent performance standards and practices across geographical locations whilst considering local business and cultural contexts.
5. Drive performance differentiation, accountability and a high-performance culture across the Group.
6. Analyse global performance trends and provide strategic insights and recommendations to Management.

B. Global Rewards & Compensation Management

1. Develop and oversee global compensation and rewards strategies, frameworks and policies to ensure competitiveness and internal equity across the Group.
2. Lead international salary benchmarking, market positioning and remuneration reviews, taking into consideration geographical differences, industry practices and local market conditions.
3. Oversee the design and implementation of salary structures, annual increments, bonuses, incentives and employee benefits across different markets.
4. Drive the harmonisation of reward principles and frameworks whilst ensuring compliance with local employment laws, tax requirements and regulatory obligations.
5. Review and enhance executive remuneration, long-term incentives and performance-based reward programmes in line with global practices and corporate governance requirements.
6. Monitor global compensation trends and provide recommendations to ensure sustainable and competitive remuneration strategies.

C. Group Governance & Strategic Frameworks

1. Establish and maintain global performance and rewards policies, governance frameworks and implementation guidelines.
2. Drive consistency and standardisation of performance and rewards practices across domestic and international business operations.
3. Ensure alignment with global HR standards, corporate governance requirements and relevant local regulatory frameworks.
4. Provide strategic advisory to senior management on performance effectiveness, compensation strategies and remuneration matters.
5. Drive continuous improvement through HR analytics, market intelligence, digitalisation and adoption of global best practices.

D. Global Stakeholder Management & Business Partnership

1. Partner with international business leaders, regional HR teams and OpCos to drive the effective implementation of performance and rewards strategies.
2. Collaborate with global stakeholders to understand business requirements and develop fit-for-purpose performance and rewards solutions.
3. Provide strategic advice and recommendations to Management and relevant Board Committees on performance and remuneration matters.
4. Facilitate knowledge sharing and the adoption of global HR best practices across the Group.
5. Lead and develop the Performance Effectiveness & Rewards team to deliver strategic, integrated and sustainable HR solutions.

4. Job Requirements

• Bachelor's Degree in Human Resources, Business Administration, Finance or a related discipline. A postgraduate qualification would be an advantage.
• Minimum 12 to 15 years of relevant HR experience, with substantial exposure to performance management, compensation and rewards.
• Proven experience in developing and implementing Group-wide or multinational HR frameworks and strategies.
• Strong knowledge of global compensation practices, international salary benchmarking, performance management and remuneration governance.
• Exposure to international business operations and the ability to navigate different employment practices, cultural environments and regulatory requirements.
• Strong strategic thinking, analytical, stakeholder management and leadership capabilities.
• Excellent communication and influencing skills with the ability to engage senior stakeholders across different geographical locations.