LEIGHTON ASIA, established in 1975, is a leading international construction company, delivers a portfolio of high-profile infrastructure projects throughout Asia, operations specialize in civil engineering and infrastructure, rail, roads and tunnels, as well as building works.

We are a member of the CIMIC Group, one of the world’s largest leading international contractors and the world’s largest contract miner. Our Group Principles are Integrity, Accountability, Innovation and Delivery. Safety is more than a Principle, it underpins everything we do.

As a leading construction provider, Leighton Asia is what it is today because of our people. Our people are the key asset driving the business. One of the Group’s highest priorities is to create a rewarding, challenging and safe workplace for all our people.

We invite high-calibre candidates to fill the following position in the Philippines.

LinkedIn: https://hk.linkedin.com/company/leighton-asia-india-and-offshore

Twitter: https://twitter.com/leightonasia

What you'll be doing

1. Remuneration Strategy, Structure & Policies

   • Continually define, review and monitor rewards strategy catering to expats, local staff, and executive leadership team.

   • Drive specific initiatives and programs for various business units (on a need basis) through Business Unit C&B team to ensure standardization of policies, processes and programs across Leighton.

   • Liaise with the HRBP to review the remuneration structure, salary bands / levels and benefit programs for each country in light of the market data and business strategy.

   • Establish and monitor remuneration processes, policies and benefit programs across various BUs; drive standardization across Leighton.

2. Benchmarking and Local market intelligence

   • Guide team to facilitate a compensation and benefits benchmarking exercise for each country; Advise team regarding benchmarking aspects such as the comparator basket, compensation anchors, job matching, etc.

   • Liaise with HRBP teams to finalize the consulting partner for conducting benchmarking surveys and agree on the terms and conditions.

   • Analyze the survey results, review the recommendations from BU and HR Manager in light of the survey results and seek approval from supervisor for proposed changes.

3. Compensation & Benefits and Annual Salary Review cycle.

   • Administer the integrity of the job grading and salary structures in order to ensure they remain competitive and consistent with the market.

   • Prepares the yearly increment process and bonus payment process.

   • Provide input on development/enhancement of the Company’s compensation structure.

   • Provide advice and guidance to managers on compensation.

   • Spearhead and lead the processes and administration of the company’s Health Care and Life Insurance.

   • Review the salary increase recommendations with OM and HR Manager and incorporate their feedback, if any.

   • Seek approval from Leighton Hongkong (regional office) on the salary increase budget.

   • Review any salary changes suggested by the BU or project teams based on finalized performance ratings.

   • Communicate the salary increments to all employees and payroll teams.

4. Annual Bonus Cycle

   • Conduct financial modelling for various bonus scenarios and present the bonus pool recommendations to OM and HR Manager.

   • Review the bonus recommendations submitted by all leaders and check for alignment with the bonus guidelines and overall budget.

   • Obtain approval from the regional office (LAIO) on the final bonus recommendations and share it to the HR Manager.

5. Performance Management System

   • Review & analyze the current PMS and promotion processes to seek opportunities for improvement.

   • Analyze distribution of performance ratings, promotion recommendations etc. and confirm adherence to policy guidelines.

6. Organizational Development

   • Conducting organizational assessments to identify areas where the organization could improve its performance, culture, or structure.

   • Developing and implementing training programs to enhance employee skills and knowledge.

   • Facilitating change management efforts, including communications and training.

   • Designing and implementing performance management programs to ensure that employees are meeting performance standards and goals.

   • Coaching managers and employees on leadership and teamwork.

   • Analyzing data and creating reports to identify trends and opportunities for improvement.

   • Collaborating with other departments to ensure that the organization is aligned with its mission and goals.

   • Promote a culture of continuous improvement within the organization and help it adapt to changes in the market and industry.

7. People Management

   • Collaborate, guide and mentor team members to achieve performance and development goals.

   • Engage in open communication and obtained regular feedback from the team.

   • Support the team in identifying continuous improvement opportunities and /or audits for existing processes through benchmarking against best standard and practice.

What we're looking for

• Bachelor's degree in human resources, Business Administration, or a related field.

• Minimum 8 years of relevant experience in a similar Assistant HR Manager role in Compensation & Benefits and Organizational Development, preferably within the construction or infrastructure industry.

• Strong knowledge of HR Policies, labor laws, compensation best practices, and compliance standards.

• Excellent understanding of HR best practices, labour laws, and employment regulations in the Philippines

• Strong interpersonal and communication skills, with the ability to effectively liaise with employees at all levels

• Proficient in the use of HR information systems and data analysis tools

• Proactive, detail-oriented, and able to manage multiple tasks and priorities simultaneously

• Good Analytical and Project Management Skills

• Ability to handle sensitive and confidential information with discretion.