Manager, Talent Strategy - Talent Performance & Rewards
Corporate Enablement | Human Capital | Grade 2
Competencies
Hover on any of the competencies below to view a detailed description.
Core Competencies
Proficiency Levels
Intrapreneurship
Leading
Critical Thinking and Data-Driven Decision Making
Leading
Facilitates Collaboration and Influence
Leading
Learning Agility
Leading
Digital Savviness
Leading
Results-Driven Outcomes
Leading
Public Service Excellence
Leading
Leading Change
Leading
Technical Competencies
Proficiency Levels
Strategic Advisory
Advanced
Process Design and Optimization
Advanced
People Analytics
Advanced
Talent Management Strategies
Advanced
Workforce Productivity Management
Advanced
Potential Movements
Corporate Enablement
Human Capital
2
23 Lateral Movements
Key Accountabilities
- Drive the design and implementation of differentiated compensation philosophies policies and continuous rewards and recognition mechanisms to motivate performance across talent segments
- Spearhead the development and implementation of rewards, compensation and benefits frameworks to promote internal and external equity for employees
- Analyze talent sentiments and apply principles of behavioral economics to develop solutions to enhance productivity and engagement
- Lead the design and adoption of continuous performance management systems and processes, incorporating real-time and multi-sourced feedback for assessments
- Develop job evaluation and benchmarking strategies to assess the value of jobs and ensure equity in compensation across diverse talent groups
- Provide data-driven advice to senior stakeholders to resolve complex total reward and performance challenges
- Share emerging performance trends practices and future performance initiatives and progress updates to Performance Committee
Preferred Experience And Exposure
- Deep understanding of compensation and performance philosophies, program design and management
- Strong knowledge of employment and labor laws and practices
- Experience in determining value of jobs, and understanding market practice in total rewards for unique jobs
- Experience in using behavioral levers to motivate performance
- Exposure to new performance management and compensation technologies