Talent and Reward Partner at OnePort 365

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.