Director of HR Total Rewards

Head of HR Strategy, Analytics & Total Rewards – Director Level

About the Role

We are looking for a Head of HR Strategy, Analytics & Total Rewards to lead the organization's HR strategy, total rewards, workforce analytics, financial planning, workforce planning, policy governance, and executive reporting.

This is a strategic Director-level leadership role that will partner closely with senior business and HR leaders to translate workforce, compensation, and financial data into actionable insights, support organizational planning, and drive data-informed people decisions.

The role will have significant ownership of the organization's Total Rewards strategy, including compensation, benefits, salary structures, incentives, rewards programs, and employee mobility. The successful candidate will also provide strategic oversight of expatriate employees and international assignments, ensuring competitive, equitable, compliant, and cost-effective rewards and mobility programs.

The role will also work closely with HR technology and digital teams to ensure HR reporting, analytics, compensation insights, and workforce data are supported by accurate, timely, and reliable information.

Key Responsibilities

HR Strategy & Workforce Analytics

• Develop and execute the HR strategic plan aligned with overall business objectives.
• Lead workforce analytics covering headcount, productivity, attrition, recruitment, retention, engagement, organizational effectiveness, workforce demographics, and workforce costs.
• Develop predictive workforce analytics to identify future talent needs, workforce risks, and organizational opportunities.
• Translate workforce and people data into strategic recommendations for senior leadership.
• Promote evidence-based decision-making across HR and the wider business.
• Establish HR metrics, dashboards, and analytical frameworks to support strategic workforce decisions.

Total Rewards Strategy & Governance

• Develop and lead the organization's overall Total Rewards strategy, ensuring alignment with business objectives, talent strategy, and market competitiveness.
• Provide strategic oversight of compensation, benefits, incentives, recognition, and rewards programs.
• Lead the review and enhancement of salary structures, job leveling, compensation frameworks, pay ranges, and incentive programs.
• Conduct market benchmarking and compensation analysis to ensure external competitiveness and internal equity.
• Develop compensation recommendations for key positions, leadership roles, promotions, merit increases, and organizational changes.
• Establish governance frameworks for compensation decisions, ensuring consistency, fairness, and appropriate controls.
• Partner with senior leaders on compensation strategy, workforce costs, retention risks, and critical talent decisions.
• Monitor trends in compensation, benefits, and rewards and recommend enhancements based on market practices and business requirements.
• Ensure Total Rewards programs support employee attraction, retention, engagement, and overall employee value proposition.

Expatriate & International Employee Management

• Lead the HR strategy and Total Rewards framework for expatriate employees and internationally mobile employees.
• Oversee expatriate compensation and benefits, including salary arrangements, allowances, mobility benefits, housing, relocation, travel, and other assignment-related provisions.
• Develop and maintain policies and guidelines governing expatriate assignments and international mobility.
• Partner with Finance, Tax, Legal, Payroll, and external providers on expatriate compensation, taxation, immigration, and mobility matters.
• Ensure expatriate packages remain competitive, cost-effective, equitable, and compliant with applicable regulations.
• Support senior leadership in expatriate appointments, international assignments, transfers, and repatriation.
• Monitor expatriate workforce costs and provide financial analysis and recommendations to management.
• Manage relationships with external mobility, immigration, tax, relocation, and benefits providers where applicable.
• Ensure appropriate governance and documentation for expatriate and international employee arrangements.

HR Financial Planning & Budget Management

• Lead the annual HR budgeting, forecasting, and financial planning process.
• Oversee HR budgets covering personnel expenses, compensation and benefits, employee engagement, learning and development, recruitment, employer branding, and HR operating expenses.
• Monitor workforce and Total Rewards costs and identify cost optimization opportunities.
• Prepare financial analyses and business cases for compensation programs, benefits initiatives, HR investments, and strategic projects.
• Conduct scenario analysis for salary increases, organizational changes, workforce expansion, and other major people-related investments.
• Ensure sound financial management and governance across HR functions.

Workforce Planning & Organizational Insights

• Lead enterprise workforce planning and organizational analytics.
• Monitor workforce capacity, headcount, productivity, vacancies, span of control, workforce costs, and organizational effectiveness.
• Partner with business leaders on workforce planning and organizational design.
• Develop workforce forecasting and scenario-planning models.
• Assess the financial and organizational impact of workforce changes.
• Recommend strategies to improve workforce productivity, efficiency, resource allocation, and organizational effectiveness.

HR Policies, Governance & Vendor Management

• Lead the development, review, implementation, and maintenance of HR policies, manuals, and guidelines.
• Ensure HR policies remain compliant with applicable Philippine labor laws and relevant regulatory requirements.
• Establish structured policy review, approval, and governance processes.
• Oversee HR vendors and service providers, including compensation and benefits providers, mobility providers, HR technology partners, and other HR service partners.
• Manage vendor selection, contract renewals, SLAs, service quality, and performance management.
• Ensure vendors deliver quality, value, innovation, compliance, and cost efficiency.

HR Reporting & Executive Insights

• Lead the preparation of executive HR dashboards, scorecards, and management reports.
• Translate HR, workforce, compensation, and financial metrics into meaningful business insights and recommendations.
• Monitor key indicators including headcount, attrition, recruitment, productivity, absenteeism, employee movements, personnel costs, compensation trends, engagement, and organizational effectiveness.
• Provide executive insights on workforce costs, compensation competitiveness, talent risks, and organizational trends.
• Prepare reports and presentations for senior leadership and executive forums.
• Identify workforce and Total Rewards risks and opportunities through trend analysis and predictive insights.
• Define HR reporting requirements and work with HR technology/digitization teams to ensure data accuracy, integrity, and availability.

Strategic Projects & Business Advisory

• Lead strategic HR initiatives and enterprise-wide workforce and Total Rewards projects.
• Provide workforce, compensation, and financial insights to support organizational restructuring, business expansion, transformation, and growth.
• Develop business cases and impact assessments for major HR initiatives.
• Advise senior leadership on workforce trends, compensation strategy, talent risks, organizational priorities, and people-related business decisions.
• Represent HR in cross-functional strategic planning initiatives and executive forums.
• Lead change initiatives related to HR transformation, Total Rewards, workforce planning, and organizational effectiveness.

Qualifications

• 10+ years of progressive HR leadership experience, with significant experience in Total Rewards, Compensation & Benefits, HR Strategy, Workforce Planning, HR Analytics, or related disciplines.
• Proven experience in a Director-level or senior HR leadership role, ideally within a complex or multinational organization.
• Strong experience in Total Rewards strategy, compensation planning, salary structures, benefits, incentives, and market benchmarking.
• Demonstrated experience managing or providing strategic oversight of expatriate employees, international assignments, or global mobility programs.
• Strong experience in HR budgeting, financial planning, workforce analytics, and executive reporting.
• Demonstrated ability to translate complex workforce, compensation, and financial data into strategic business insights.
• Strong knowledge of organizational design, workforce planning, compensation frameworks, HR metrics, and financial analysis.
• Sound understanding of Philippine labor laws, HR policies, compensation practices, and regulatory requirements.
• Experience managing HR vendors and external service providers.
• Experience with Power BI, Tableau, advanced Microsoft Excel, or similar business intelligence and reporting tools.
• Strong strategic thinking, analytical, commercial, stakeholder management, and communication skills.
• Demonstrated ability to influence senior executives and business leaders.
• Strong experience in developing and presenting recommendations to C-suite and executive leadership.
• Experience in a multinational, regional, or shared-services environment is highly preferred.