ORGANISATION / DIVISION INFORMATION
As the holding company of Singapore’s public healthcare institutions, we are always looking for qualified, passionate individuals who are keen to make a valuable contribution to public healthcare.
At MOH Holdings, we believe our employees are our greatest asset and we are dedicated in helping them achieve their full potential through professional development and by providing an environment to develop their leadership skills and competencies.
The Human Resources & Talent Development Division is responsible for attracting, retaining, engaging and developing the best talent for the future of MOHH and driving key strategic HR policies for the public healthcare sector as MOH’s implementation partner.
Join us and be part of a team - a uniquely MOHH spirit that propels us forward through every circumstance we face.
- Acting Today For Tomorrow: We work pragmatically with the realities of the present, with a mindset that is geared to the needs of the future.
- Starting Where You Can: We take a can-do approach to problem-solving, even if it means starting small, because every contribution counts.
- Leaving No Job Undone: We take pride in seeing things through. Our high standards mean it’s not just about getting the job done, but getting it done well.
- Moving Together as One: Care for all starts within, with us as an organisation. We look out for one another, leaving no on behind as we grow.
SUMMARY OF THE ROLE
The Assistant Manager will support the team lead in overseeing the review, design, implementation and administration of MOHH’s compensation and benefits programs.
He/she will proactively monitor market changes/ trends to develop competitive and cost-efficient programs that will enhance employee retention and talent attraction; and function as Subject Matter Expert to compensation and benefits related policies/ programs. Additionally, they will need to communicate the policies/programs to employees and provide support and education to the relevant stakeholders.
JOB RESPONSIBILITIES
Compensation & Benefits Strategy
- Develop and implement compensation and benefits programs, policies, procedures, and salary structures, align with company’s overall strategy and objectives.
- Conduct market research and analysis periodically to ensure that the compensation and benefits programs are competitive and attractive to existing and potential employees and to ensure competitiveness and compliance with legal requirements.
- Lead and support annual/ad-hoc salary & benchmarking, allowances, and benefit reviews across multiple entities, including (i) reviewing and validating performance-linked review proposals for alignment with company’s pay policy; (ii) computing salary increments and bonuses for various staff groups; (iii) coordinating with the payroll teams to ensure accurate and timely payments; and (iv) preparing and releasing salary letters and employee communications.
- Lead and support the annual budget planning exercises related to compensation and benefits spend. This includes putting up papers/ submission to seek approval for budget to fund the rollout of new benefit program.
- Maintain job evaluation systems and processes to support periodic participation in salary surveys and benchmarking exercises.
- Oversee employee group insurance and benefits programmes through effective broker and consultant partnerships, ensuring timely renewals, robust claims administration, and full compliance with statutory requirements (including coverage for foreign employees under the Employment of Foreign Worker Act).
- Provide advisory and consultative support to stakeholders on all compensation and benefits matters, including salary offers.
Analytics, Data & Insights
- Analyse compensation, benefits , and performance data to identify trends, outliers and support informed decision-making.
- Develop market benchmarking analyses and tools to support compensation & benefits-related decisions.
Benefits, Compensation & Policy Governance
- Oversee the design, implementation, and administration of employee benefits such as group employee benefit insurances, health benefits and wellness programs. This includes assessing employee needs, planning and measuring programme effectiveness, and leveraging HRIS to manage, analyse, and track C&B data and utilisation.
- Review, track and govern compensation/ incentive schemes to ensure alignment with approved policies, internal controls and compliance requirements.
- Review, develop and update Corporate HR and C&B policies and Employee Handbook; monitor regulatory changes and coordinate required updates and communications with internal/ relevant stakeholders.
Stakeholder & Vendor Management
- Partner with HRBPs, Finance, and stakeholders within public healthcare institutions on compensation, benefits and policy matter, including educating employees on compensation and benefits programmes, addressing queries, and providing clear guidance on policies and procedures.
- Act as a subject matter advisor on C&B governance, approvals and compliance.
- Manage relationships with external benchmarking providers, as well as insurance and health benefits vendors and consultants (e.g. Aon, Mercer, Korn Ferry, Healthway, MHC). This also includes overseeing procurement activities related to the appointment of vendors and managing the contracts with the vendors.
- Collaborate closely with internal stakeholders and SCMD to develop and deliver consistent, well-aligned communication messages on new and revised policies, ensuring clarity and relevance for employees.
Project Leadership & Transformation
- Lead and support key HR and C&B initiatives, including benefits harmonisation (where required) and organisational optimisation programmes.
- Define project scope, milestones, and deliverables, and track progress against agreed timelines.
- Report project status, risks and present recommendations facilitate management’s decision-making and support.
JOB REQUIREMENTS
Education Requirement(s)
Key Qualities
- Ability to work within tight deadlines and engage stakeholders and partners from all levels with diverse requirements / differing needs
- Excellent skills in MS Office (particularly Word, Excel, PowerPoint)
- Highly numerate, meticulous and possess strong analytical and problem-solving skills, and decision-making skills
- Aptitude to work in a fast-paced, changing environment and deal with ambiguity
- A good understanding of compensation and benefits programs.
Years of Experience Required
- Minimally 3-5 years’ C&B experience with a strong foundation in HR, excellent analytical skills and a proactive approach to learning and adapting in an organisation with diverse workforce profiles and differing needs.
- Candidate should have a good understanding of C&B principles and be able to demonstrate analytical and problem solving skills, as well as working closely with the team lead to provide guidance to the junior team members.
- Comfortable working with multiple stakeholders across different business functions & MOHH subsidiaries.
- Solid working knowledge of SAP SuccessFactors is an added advantage.
A Sneak Peek into What You Can Expect to Learn:
- Team Environment: Work in an environment that encourages teamwork, open communication, and shared success.
- Impact: Play a crucial role in projects that align with the company’s strategic vision and long-term goals.
