Compensation & Benefits Strategy

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STRATEGY

2018
Lack of Accountability Low Productivity Decreasing Employee Happiness Limited Career Opportunities Increasing Turnover Unpredictable manpower plan Non-optimized employment costs Outdated HR Policies Inefficient HR Processes Ineffective HR practices
2022
Readily available Candidates Future fit Talent Happy & Productive Workforce Inspirational & Autonomous Leadership Strategy enabled & Customer Centric Organization Optimized Human Capital Costs Efficient & Effective HR department
Priorities
Establish a Performance Culture Make a Strategic Workforce Plan Build a Talent Acquisition Strategy Develop a Talent Identification and Talent-to-Value linking Method Design a comprehensive Job and Career Framework Create competency based Development Programs Construct fit-for-purpose Total Reward Structures Groom Strategic Leadership Capability Align HR policies to Best Practices Optimize & Automate HR Processes

2

2018 -2022 Journey

Autonomous Leadership and Self-Serving Organization

2020 - 2021

Embed & Progress

2019 - 2020

Automate & Build Capability

2018 - 2019

Develop Plans, Policies & Processes

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2018 – 2019 Business Priorities

Finalize Company Restructure

Design a Job Evaluation & Level Framework

Construct Reward Structure and develop implementation plan

Start the Performance Culture Journey

Provide training in:

Meaning of Performance and 5-point Rating Scale

2-way feedback

“Healthy“ Performance Distribution

Setting SMART Objectives & Stretched Targets

Build Business Scorecards

Hold Calibration sessions

Implement New Performance Incentive Plan

Identify Value Creating roles and review Talent Fit and Comp Package

Review Leadership Competencies and Identify Functional Competencies

Analyze short-term Critical Competency Gap and start building Capability

Rewrite all HR policies

Develop a Talent Identification tool, map Talent, create Top Talent action plan

4

2018 – 2019 HR Priorities

Map and optimize our Processes

From Hire to Retire

Manpower planning and budgeting

Restructure HR Department

Centers of Expertise

Business Partners

HR Operations / Shared Services

HR service desk

Identify Projects & Initiatives, assign owners, and develop action plan

Develop Automation plan and start building

Hire to Retire

Manpower planning and budgeting

Self-Service & HR service desk

Blue Collar (time & attendance, overtime, leave, etc.)

Performance Management

Talent Management

Compensation Management

Build a plan to centralize HR Operations from units

Start building HR capability by involving them in projects, initiatives and training

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HR Key Accountabilities

Strategic
Purpose: To bring Thought Leadership, set HR Strategy, build Platforms & Processes, and develop Capability Centers of Expertise: Talent Sourcing & Acquisition Performance & Talent Management Talent Development & Training Compensation & Benefits
Operations
Purpose: To provide Administrative, Reporting, Analytics, and System support to HR, responsible for on- & off- boarding and Query Resolution of Employees HR Shared Services and Service Desk: HR Enabler Employee Support
Tactical
Purpose: To provide Business Context into Strategy/Platforms/Processes and implement them into the Business, facilitate Annual Processes, and provide Advisory Services to Employees, Managers, and Functions/Businesses HR Business Partners: HR Strategy Enabler and Process Facilitator Functional / Business Enabler and Advisor Employee Advisor

End State – Functional Charters for HR

Total Rewards (CoE) Performance, Talent Management & Development (CoE) Strategic Sourcing & Talent Acquisition (CoE) HR Business Partner HR Operations
Job Evaluation & Levelling Executive Compensation Compensation Incentives Benefits Insurance Recognition Health & Wellness Manpower Budget Policy Design Vendor Management Performance Management Talent & Leadership Strategy Talent Identification and Career Planning Succession Planning and Pipeline Management Competencies Design & Assessment Development Needs Analysis & Plan Leadership & Competency Development Program Design Skill Training Design/Management E-learning Course Design/Management Graduate Development Program Policy Design Vendor Management Strategic Workforce Planning Employee Value Proposition Strategic Sourcing Total resourcing / Workforce Management Talent Pipeline / Pool Management Campus / Experienced Hiring Internal / External Hiring Executive hire Policy Design Vendor Management Organization Design Organization Performance & Effectiveness Work Environment & Employee Engagement Manpower Planning & Budgeting Annual Process Management (Performance, Talent, Compensation, etc.) People & Position Management (Promotions, Transfers, etc.) Employee Relations Disciplinary Activities Employee Query Resolution On & Off Boarding (incl. Visa) Management HR admin support (employee letters) HRIS Input & Maintenance HR Data Reporting & Analytics Payroll Input Policy Maintenance & Updates*

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As-Is Organization Structure

As-Is Organization Structure – Human Resource (HR) Department

HR Department Manager

Head of HR Planning

Talent Management Specialist

HR Policies & Procedures Specialist

Admin Assistant

HR Planning & Admin

Quality & Development Supervisor

Org. Development

Training Supervisor

Training Specialist

Training Admin

Head of Employee Relations

Head of Recruitment

HR Dept. Assistant Manager

Head of Training

Org. Development Sr. Specialist

Sr. Recruitment Admin

Recruitment Admin

PRO

Data Entry

Sr. ER Admin

ER Amin

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Phase 1 - To-Be Organization Structure

Head of HR

Total Rewards

Strategic Sourcing & Talent Acquisition

To – Be Organization Structure – Human Resources – Phase 1

HR Operations

HQ HRBP & Head of Support Services (On-Site)

Performance, Talent Management & Development

Timeline to implement Phase 1 (provided processes and technology are optimized): 3-6 Months

1

1

1

1

1

1

1

1

1

1

Senior HR Admin Officer

PRO- ER

HR Policies and Procedures Specialist

2

3

3

4

1

1

HRIS/Data Analyst

2

0

Senior Recruitment Officer

Manpower Planning Specialist

Performance Management Specialist

Compensation & Benefits Specialist

1

1

1

1

1

1

Learning & Development Specialist

Performance & Talent Analyst

1

1

1

1

This function can eventually be outsourced once the HR Shared Service Center is running as per determined efficiency standards

HR Business Partner

Talent Management Specialist

1

0

Compensation & Benefits

Analyst

Current FTEs: 31

FTEs based on Workload Analysis*: 31

FTEs recommended by Dept. Mgr.: 31

Performance & Talent Coordinator

1

1

1

1

1

0

2

2

1

1

Recruitment Officer

2

3

HR Admin Officer

4

5

Current FTEs

Recommended FTEs

8

Phase 2 - To-Be Organization Structure

Head of HR

Total Rewards

Strategic Sourcing & Talent Acquisition

To – Be Organization Structure – Human Resources – Phase 2

Shared Services

HQ HRBP &

Head of Business Partnering

(On-Site)

Performance, Talent Management & Development

Timeline to implement Phase 2 (provided right capabilities are developed, processes and technology are optimized, and locations set-up): 12-18 Months

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