Philips Rewards Manager in Shanghai, China

Job Title : Rewards Manager

Organisation : PCI

Department/Unit : Corporate HR

Location : Shanghai

Reports to : Senior Director, Rewards

Main purpose of the role ( Please state briefly and concisely – in one sentence – the main purpose of the job. This will give a clear indication of the reasons as to why the job exists).

A subject matter expert in compensation & benefits for the COE, PPS North Asia by playing an active role in developing and implementing competitive and cost effective recognition and reward systems in order to help to attract and retain talents.

2. Position in the organisation (Indicate the hierarchical structure of which the job forms a part, above, as well as below the jobholder. Show also the departments and jobs where the jobholder has to collaborate with).

Organisation context of role

a. Products/services: (Please outline the products/services provided by your organisation (e.g. Business Group) and describe in more detail the specific products/services provided by your own department/unit).

Responsible for:

Conducting market analysis of C&B data to support C&B program design and changes Providing market and economic data analysis to facilitate management decision making and negotiations with Union Being the Administrator (Super user) for COMPlanner Administering Salary Reviews for all staff in Apr and Oct and communicating to PPS A&P for processing and uploading into ADP GV wrt changes in salary, grades, job titles and PPM ratings which may include the generation of salary letters Responsible for data submission to C&B surveys (Mercer, Towers Watson, HRBS and other ad hoc surveys) and ensuring accurate benchmarking and data crunching Supporting the review of policies in response to changes in legislations and market practices for discussion within HR Community including alignment between commercial and industrial sites and M&A purposes Playing the role of Tier 2/3 (C&B) and be the content writer for the respective topics in the portal (processes and policies) and ensuring that that they are the most updated version. Supporting the deployment of corporate initiatives to China including communication to staff

b. Position in value chain: (Please outline your organisation’s position in the value chain in terms of the main suppliers and main customers. (Please note: these may be internal to Philips, as well as external.) Please specify the main competitors, if relevant).

Rewards management is one of the key processes of HR. It contributes to attracting, retaining, motivating and rewarding people. The process rewards employees based on their contribution and added value to the company. The Rewards Team is responsible for the upstream rewards processes; namely market analysis, program design and professional services and consulting works for which they will be operationally implemented by the PPS rewards professionals who are responsible for the benefit administration and the delivery of programs. Hence, the Rewards Team can be deemed as the ‘supplier’ to PPS as well as to the HR Community. In essence, the outputs will influence the performance culture, transparency and equity of the organization.

c. Other relevant organisational aspects: (e.g. diversity of the business; acquisitions/ventures; geographical spread; risk; dynamics of the organisation and market; the complexity of the technologies used; the innovation of the products, etc. etc.).

1) Philips China is huge (about 15k FTEs) with diverse market/country organizations (corporate functions) and BGs/BU/BL and industrial sites

Sites are spread over wide geographical areas (23 legal entities & 56 ORUs, 5 regions & 50 cities) Complexity of tax system and social security which involve both country and city states

Reporting and other significant organisational relationships (The answers to this question are meant to deepen our insight into the reporting and other relationships affecting the job).

Reporting Relationship: (Please indicate the person(s) to whom jobholder reports and the decisions they would need to approve. If jobholder works in a matrix, please specify all people jobholder reports to.).

Report to Senior Rewards Director

Team: (Please indicate who reports to the incumbent and their main accountabilities).

NA

Peers: : (Please indicate who are jobholders key peers – i.e. colleagues in the unit or other departments that he must work with – and the decisions that must be taken jointly).

  • Rewards Colleagues

  • A&P Manager

  • Talent Acquisition Colleagues

  • HRM in the Sectors, etc

Other significant relationships – internal: (Please indicate other key organisational relationships; the (3 to 5) most important internal meetings jobholder participates in, the purpose for these and the role in them).

  • Business HR/HRM

  • PPS team

  • Talent Acquisition Team

  • Line Managers

Other significant relationships – external (e.g. customers, suppliers): (Please indicate key external relationships; the most important external meetings jobholder participates in, the purpose for these and jobholder’s role).

  • C&B Survey vendors, e.g. Mercer, Hewitt, HRBS, Towers Watson

  • Insurance related vendor eg Generali, Aon Insurance Broker

Key areas of accountability ( Please state the most important areas of accountability in your job, in rough order of importance. Please focus on the results that are expected from your job. In each statement (probably six to eight in total), please indicate what has to be done, within which area or framework, and with what end result (e.g. “Prepare, gain agreement for, and implement, capital expenditure plans which ensure that future manufacturing needs are met within acceptable cost limits”). Reference should be made to: contribution to business strategy; planning; budgeting; operations; team leadership; team contribution; specialists could focus on their latest assignments).

Monitor the competitiveness of the Company’s rewards programs by conducting/participating in the relevant market surveys covering bargainables to top executives for China to ensure that the Company Pay (ABS/AGC/ATC is at market 75%tile for key performers and market median for the rest) and Benefits (at market median) positions are maintained Develop and implement rewards systems to attract, motivate and retain the right caliber of employees Draft, cost and propose recommendations for both Salary Reviews for approval by Salary Committee and Market Management (GC) Communications on rewards to Line Managers/HRM to ensure our practices are in line with the Company’s pay philosophy and strategy and they maximise the use of total rewards for employee engagement Ensure smooth implementation and administration of the Company’s rewards programs (eg COMPlanner), HR policies and changes in policies affected by amendments to Government’s regulations specifically to the labour legislations are updated in the Policy Manual/Portal Keep abreast with trends and practices in the rewards arenas Provide functional expertise on rewards programs like JE, Global Recognition Tool, Job Catalog, etc Ensure alignment of rewards amongst the sites taking into account of local environment and employment regulations

Job Title : Rewards Manager

Organisation : PCI

Department/Unit : Corporate HR

Location : Shanghai

Reports to : Senior Director, Rewards

Main purpose of the role (Please state briefly and concisely – in one sentence – the main purpose of the job. This will give a clear indication of the reasons as to why the job exists).

A subject matter expert in compensation & benefits for the COE, PPS North Asia by playing an active role in developing and implementing competitive and cost effective recognition and reward systems in order to help to attract and retain talents.

2. Position in the organisation (Indicate the hierarchical structure of which the job forms a part, above, as well as below the jobholder. Show also the departments and jobs where the jobholder has to collaborate with).

Organisation context of role

a. Products/services: (Please outline the products/services provided by your organisation (e.g. Business Group) and describe in more detail the specific products/services provided by your own department/unit).

Responsible for:

Conducting market analysis of C&B data to support C&B program design and changes Providing market and economic data analysis to facilitate management decision making and negotiations with Union Being the Administrator (Super user) for COMPlanner Administering Salary Reviews for all staff in Apr and Oct and communicating to PPS A&P for processing and uploading into ADP GV wrt changes in salary, grades, job titles and PPM ratings which may include the generation of salary letters Responsible for data submission to C&B surveys (Mercer, Towers Watson, HRBS and other ad hoc surveys) and ensuring accurate benchmarking and data crunching Supporting the review of policies in response to changes in legislations and market practices for discussion within HR Community including alignment between commercial and industrial sites and M&A purposes Playing the role of Tier 2/3 (C&B) and be the content writer for the respective topics in the portal (processes and policies) and ensuring that that they are the most updated version. Supporting the deployment of corporate initiatives to China including communication to staff

b. Position in value chain: (Please outline your organisation’s position in the value chain in terms of the main suppliers and main customers. (Please note: these may be internal to Philips, as well as external.) Please specify the main competitors, if relevant).

Rewards management is one of the key processes of HR. It contributes to attracting, retaining, motivating and rewarding people. The process rewards employees based on their contribution and added value to the company. The Rewards Team is responsible for the upstream rewards processes; namely market analysis, program design and professional services and consulting works for which they will be operationally implemented by the PPS rewards professionals who are responsible for the benefit administration and the delivery of programs. Hence, the Rewards Team can be deemed as the ‘supplier’ to PPS as well as to the HR Community. In essence, the outputs will influence the performance culture, transparency and equity of the organization.

c. Other relevant organisational aspects: (e.g. diversity of the business; acquisitions/ventures; geographical spread; risk; dynamics of the organisation and market; the complexity of the technologies used; the innovation of the products, etc. etc.).

1) Philips China is huge (about 15k FTEs) with diverse market/country organizations (corporate functions) and BGs/BU/BL and industrial sites

Sites are spread over wide geographical areas (23 legal entities & 56 ORUs, 5 regions & 50 cities) Complexity of tax system and social security which involve both country and city states

Reporting and other significant organisational relationships (The answers to this question are meant to deepen our insight into the reporting and other relationships affecting the job).

Reporting Relationship: (Please indicate the person(s) to whom jobholder reports and the decisions they would need to approve. If jobholder works in a matrix, please specify all people jobholder reports to.).

Report to Senior Rewards Director

Team: (Please indicate who reports to the incumbent and their main accountabilities).

NA

Peers: : (Please indicate who are jobholders key peers – i.e. colleagues in the unit or other departments that he must work with – and the decisions that must be taken jointly).

  • Rewards Colleagues

  • A&P Manager

  • Talent Acquisition Colleagues

  • HRM in the Sectors, etc

Other significant relationships – internal: (Please indicate other key organisational relationships; the (3 to 5) most important internal meetings jobholder participates in, the purpose for these and the role in them).

  • Business HR/HRM

  • PPS team

  • Talent Acquisition Team

  • Line Managers

Other significant relationships – external (e.g. customers, suppliers): (Please indicate key external relationships; the most important external meetings jobholder participates in, the purpose for these and jobholder’s role).

  • C&B Survey vendors, e.g. Mercer, Hewitt, HRBS, Towers Watson

  • Insurance related vendor eg Generali, Aon Insurance Broker

Key areas of accountability (Please state the most important areas of accountability in your job, in rough order of importance. Please focus on the results that are expected from your job. In each statement (probably six to eight in total), please indicate what has to be done, within which area or framework, and with what end result (e.g. “Prepare, gain agreement for, and implement, capital expenditure plans which ensure that future manufacturing needs are met within acceptable cost limits”). Reference should be made to: contribution to business strategy; planning; budgeting; operations; team leadership; team contribution; specialists could focus on their latest assignments).

Monitor the competitiveness of the Company’s rewards programs by conducting/participating in the relevant market surveys covering bargainables to top executives for China to ensure that the Company Pay (ABS/AGC/ATC is at market 75%tile for key performers and market median for the rest) and Benefits (at market median) positions are maintained Develop and implement rewards systems to attract, motivate and retain the right caliber of employees Draft, cost and propose recommendations for both Salary Reviews for approval by Salary Committee and Market Management (GC) Communications on rewards to Line Managers/HRM to ensure our practices are in line with the Company’s pay philosophy and strategy and they maximise the use of total rewards for employee engagement Ensure smooth implementation and administration of the Company’s rewards programs (eg COMPlanner), HR policies and changes in policies affected by amendments to Government’s regulations specifically to the labour legislations are updated in the Policy Manual/Portal Keep abreast with trends and practices in the rewards arenas Provide functional expertise on rewards programs like JE, Global Recognition Tool, Job Catalog, etc Ensure alignment of rewards amongst the sites taking into account of local environment and employment regulations