Digital Bank Project- Total Reward and People Business PartnerMalaysia
Get to know our Digital Bank Malaysia Project Team:
Grab led consortium has been selected to receive a digital banking license in Malaysia, subject to meeting all of BNM's regulatory conditions. Malaysia digital bank will accelerate access to financial services for underserved Malaysians. We are forming a dedicated A team that aims to redefine banking and if you would like to join us on this journey, apply today!
Get to know our Team:
The People (Pops) team strives to revolutionize human resources the same way that Grab has revolutionized transportation. We serve to find, grow and keep the remarkable assemblage of talent who are our Grabbers.
Get to know the Role:
The Total Reward and People Business Partner is responsible for aligning business objectives with key stakeholders and employees in designated business functions. Provides People expertise and counsel to management covering a full range of HR disciplines including compensation and reward, organizational effectiveness, employee relations, performance management, career development, and workforce planning.
We are seeking a rewards and benefits specialist to establish a fair and attractive compensation and benefits programme that is aligned to the organization’s strategy and business goals.
You will work closely with senior leaders to define a consistent compensation philosophy, ensure compensation practices are regulations compliant and tailor benefit programs based on staff needs.
You will assess employee needs and recommend targeted programs that will increase performance, organizational trust and satisfaction.
Ultimately, the goal is to institutionalize robust and equitable rewards and benefits plans that will help us attract, retain and motivate high quality employees, be competitive in the market and enhancing our company’s profile as the best place to work.
Key responsibilities and scope include, but not limited to:
Plan, design, implement and administer a comprehensive rewards strategy and benefits programme that fits and is aligned to our company’s strategy and business goals including determining market rates, building pay bands, evaluating jobs, ESOS, equity and building bonus structures
Develop a consistent compensation philosophy in line with work culture and organizational objectives
Ensure that compensation practices are compliant with BNM regulations
Participate in salary and labor market surveys to determine prevailing pay rates and benefits
Prepare annual budget for total rewards and manage expenditures related to benefit programs
Develop internal operating procedures and controls for the administering and managing benefits
Serve as the main resource for employees and managers regarding all benefit related matters
Determine and implement metrics that assess and monitor the effectiveness of ongoing Total Rewards programs and new initiatives
Conduct periodic audits and prepare monthly reports
Insurance (medical and GTL) renewal
Drive digital initiatives on Total Rewards & Benefits such as shares options system
Demonstrates high level of emotional intelligence, insight into own behaviour /working style and emotional resilience
Demonstrates personal credibility and impact by acting professionally, assertively, and authoritatively, articulating relevant past experience and success to instill confidence and trust in business unit/function
Is able to influence internal stakeholders on a wide range of workforce issues and in different circumstances, with a focus on the impact on grabber experience, engagement, outcomes
Uses a consulting approach with line managers and team to bring about positive impact in grabber experience, engagement and outcomes
Shape Organization Culture
Partners with leaders to translate insights from people dashboards into plans that will generate positive morale
Works closely with business and employees to improve work relationships, build morale, and increase productivity and retention
Provide support to managers to cascade and communicate their key performance indicators to their team members and develop performance goals that are aligned to business requirements.
Support & coach managers on how to have effective performance evaluation conversations
Able to effectively facilitate calibration of ratings to ensure there is a uniform standard for performance across the organization
Coach managers on how to structure performance improvement plans and then have effective conversations around improvement areas with employees
Support managers on handling grievances that arises as a result of performance assessment outcomes of employees
Manage Employee Relations & Labour law compliance
Serves as the HR subject matter expert to managers, and ensure that HR practices comply with government laws
Applies experience and expertise to research solutions, and recommends policy changes to support business needs, and outline the business impact and risks in connection with labor relations, including ethical, legal and regulatory requirements, and oversees risk management issues
Actively educate employees and managers on how to stay within legal guidelines regarding on-the-job behavior, investigate workplace violations, and respond to stakeholder queries though a combination of referring to internal experts, and/or interpreting both policies and changes to policy
Manage employee exit processes, including conducting exit interviews, and individual communications (voluntary separation) to evoke positive pride of association with the organization upon employee exits.
Implements solutions for designation function/ department (including and not limited to conduct investigations of workplace policy violations)
Manage and/or coach people & team
Influence and relate to others by awareness of how they come across to others, and acting with appropriate balance of confidence and humility
Develops others by providing constructive feedback, guidance, and reinforcement to employees regarding job performance
Drives results by accepting responsibility when missed deadlines impact major project outcome
Execution & Delivery of People matters
Demonstrates continuous development of relevant HR capability to deliver key business objectives
Consistently delivers employment strategies, policies, plans and processes in line with HR practice model and achieve key business objectives
Delivers HR policies, processes and procedures that are organisationally appropriate and supportive to line management
Effectively and appropriately supports manager in key people management areas e.g. grabbers engagement, learning and development, health and wellbeing and performance management
Able to develop and plan project plan, follow up on project performance and status.
The must haves:
At least 7 - 10 years relevant experience with good experience as a rewards and Benefits specialist or HR business partner or similar role sound working knowledge of banking roles and regulations
Knowledge of building compensation packages and bonus programs for various departments and seniority levels
Excellent understanding of job evaluation and job analysis systems
Good analytical skills
Familiarity with local employment laws and banking legislation
Business savvy; sensitive to business risk, rewards and outcomes
Solid communication and presentation skills
Able to work as an Individual Contributor leading strategic Total Rewards & Benefits exercise
Enjoy working in a fast moving FinTech landscape
Minimum Bachelor Degree
Ambitious, self-driven and highly motivated individual who can work well in a startup VUCA (Volatile, Uncertain, Complex, Ambiguous) environment. Should have a deep desire to excel and develop a career in a fast growing tech company. Should have demonstrated integrity and respect in the performance of their duties
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Grab is an equal opportunity employer. We owe our success to the talents of our globally-diverse team and the varying perspectives they add to our thriving community.
Grab does not accept unsolicited resumes sent by recruiting agencies. Please do not forward resumes to our job postings, Grab employees or other parts of the business. Grab will not be liable to pay any fees to agencies for candidates hired as a result of unrequested resumes.
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