Talent And Reward Partner

Job Summary

The Talent and Reward Partner manage the full employee lifecycle, from attracting to designing competitive reward structures that drive performance, retention, and fairness. This position requires a proactive and analytical HR professional with expertise in talent acquisition, compensation and benefits, and workforce planning.

The Talent & Reward Partner also leverages HR metrics, people analytics, and data visualization tools to drive evidence-based decisions across all employee lifecycle processes.

Principal Duties and Responsibilities

Talent Management:

• Manage the full employee lifecycle, including end-to-end recruitment, onboarding, offboarding and retention initiatives.
• Develop and implement innovative hiring strategies to attract top talent and strengthen employer brand.
• Lead succession planning, workforce forecasting, and skill-gap analysis to ensure business continuity and talent readiness.
• Collaborate with stakeholders to ensure recruitment strategies align with organizational priorities.
• Create and maintain a seamless, high-quality candidate experience.
• Implement retention initiatives to improve engagement and reduce turnover.
• Educate Hiring Managers on effective hiring practices and maintain recruitment standards.
• • Leverage HR metrics, people analytics, and data visualization to drive evidence-based decisions across talent and reward processes.
• Contribute to HR-related projects, talent pipeline development, and strategic partnerships.
• • Promote diversity, equity, and inclusion across all talent processes.

Reward (Compensation & Benefit):

• Develop, review, and maintain compensation structures, salary benchmarks, and job grading frameworks.
• • Administer compensation and benefits programs, including benchmarking, reward cycles, and performance-linked incentives.
• Conduct regular compensation analysis to ensure fairness, competitiveness, and alignment with industry trends.
• Manage benefit programs (HMO, insurance, leave benefits, allowances, welfare initiatives, etc.)
• Provide guidance to employees and managers on reward policies, entitlements, and compensation decisions
• Support the budgeting process by providing salary and workforce cost data.
• Manage annual performance-linked rewards in collaboration with the performance management team.
• Ensure all reward documentation, payroll inputs, and employee records are accurate and up to date.

Competency and Skill Requirements:

Job-Related Skills

• Recruitment Expertise: Skilled in sourcing, interviewing, and evaluating candidates.
• Talent Management: Strong knowledge of lifecycle processes — onboarding, development, engagement, and retention.
• Compensation & Benefits: Ability to design and administer salary structures, benefits, and reward programs.
• Workforce Planning: Expertise in forecasting, succession planning, and skill-gap analysis.
• Leadership Development: Experience with training design, career pathways, and feedback tools.
• Data Analysis: Strong ability to interpret HR and compensation metrics for decision-making.
• Employer Branding: Ability to maintain and enhance organizational talent reputation.

Digital Skills

• HRIS, ATS proficiency.
• Strong Excel and data visualization ((Power BI/Tableau desirable) skills.
• Familiarity with digital sourcing platforms and employer branding tools.
• Experience in automating HR processes

Personal Qualities

• Strong relationship-building and stakeholder management capability.
• Strategic thinking with ability to align talent and reward practices to business goals.
• Proactive, resourceful, and solution oriented.
• High emotional intelligence, professionalism, and composure under pressure.
• Detail-oriented with strong documentation and process accuracy.
• Team player who drives cross-functional collaboration.
• Strong Excel, HRIS, and data visualization (Power BI, Tableau) skills

Experience and Qualifications

• Bachelor's degree in HR, Business Administration, or related field.
• HR certification (CIPD, SHRM, HRCI, CIPM) is an advantage.
• Minimum 5 years' experience in talent acquisition, employee development, and compensation & benefits.
• Experience with job evaluation, salary benchmarking, and reward frameworks.
• Strong interpersonal, communication skills and ability to collaborate with stakeholder at all levels
• Proficiency in HR systems, data visualization and global HR processes.
• Analytical skills for workforce and compensation decisions.