Design, develop, recommend, implement and supervise Ardova's employee wellness, benefits and HR policy programmes, ensuring an integrated, equitable, competitive, compliant and financially sustainable employee value proposition. The role owns programme design and continuous improvement as well as operational oversight, vendor governance, employee advisory services and reporting. It also provides defined support for compensation management, job evaluation and reward analytics. The role exercises functional supervision and recommends policy and programme decisions for approval within delegated authority.
KEY RESPONSIBILITIES
Employee Wellness, Health & Wellbeing
Design and periodically refresh the enterprise wellness and wellbeing strategy, annual programme calendar, eligibility rules, budget, delivery channels and measurement framework.
Develop physical, mental, emotional, social and financial wellbeing initiatives, including preventive screenings, health education, fitness, stress management, employee assistance and financial literacy, subject to approved scope and privacy requirements.
Design and oversee employee health programmes and HMO service experience, including enrolment, access to care, provider-network adequacy, escalations, renewals and service quality in partnership with benefits administration.
Partner with HRBPs, HSE and business leaders on wellbeing campaigns and location-specific interventions without assuming clinical decision-making responsibilities.
Benefits, Recognition & Employee Support Programmes
Design and maintain an integrated benefits philosophy, programme portfolio, eligibility matrix, benefit limits, approval authorities, funding models and governance standards across employee categories and entities.
Design, review and supervise medical/HMO, group life, personal accident, disability and other insured benefit programmes; oversee plan selection, enrolment, renewals, claims escalations, employee education, broker/provider performance and cost optimization.
Develop and administer retirement and statutory benefit programmes in collaboration with payroll and Finance, including pension and other applicable statutory schemes, with defined compliance and reconciliation controls.
Design and govern employee recognition and appreciation programmes, including service awards, spot recognition, milestone awards, non-cash recognition and recognition budgets; define nomination, eligibility and approval rules.
Design and supervise out-of-station (OOS) duty, travel-related employee allowances, relocation and transfer assistance, temporary accommodation, settling-in support and other mobility benefits, with clear qualifying events, limits, documentation and exceptions.
Explore, design and evaluate employee mortgage, homeownership and housing-support initiatives, including lender partnerships, eligibility, affordability, repayment safeguards, employer exposure, employee education and governance; submit business cases for approval before launch.
HR Policy Design, Governance & Advisory
Lead the drafting, redesign, review and periodic refresh of HR policies, procedures, guidelines and employee-facing explanatory materials within the assigned policy portfolio.
Conduct policy benchmarking, impact assessments, employee and manager consultations, regulatory research and cross-functional reviews to recommend practical and compliant policy options.
Own policy architecture, version control, review calendars, approval routing, effective dates, exception registers and publication controls, ensuring obsolete versions are withdrawn.
Interpret approved policies and advise HRBPs, managers and employees on eligibility, application, documentation, approvals and exceptional cases; escalate decisions beyond delegated authority.
Compensation Management
Support the design, review and administration of salary structures, pay bands, compensation guidelines and approved reward frameworks.
Conduct market benchmarking, internal pay equity and compa-ratio analyses to inform hiring offers, salary adjustments, promotions and pay alignment recommendations.
Support job evaluation, role grading and job architecture governance, including validation of role documentation, evaluation rationale and re-evaluation requests.
Prepare compensation scenarios, workforce cost models, annual salary review analyses and incentive/variable pay assessments in partnership with Finance and Talent Management.
Requirements
Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Accounting or a related discipline.
Relevant HR/Total Rewards certification (e.g., CIPM, SHRM, CIPD or WorldatWork) is an advantage.
Minimum of 5 years' relevant experience in Total Rewards, compensation & benefits, payroll, HR analytics or HR policy administration.
Knowledge of benefits design and governance; HMO and insurance administration; wellness strategy; employee recognition; relocation and out-of-station allowances; overtime and time-off-in-lieu controls; mortgage and financial wellbeing initiatives; HR policy design, review and interpretation; compensation analysis; HRIS and statutory compliance.
Competency in programme design and analytical thinking; functional supervision and quality assurance; vendor and stakeholder management; policy drafting and interpretation; numerical accuracy; confidentiality; communication; negotiation; problem solving; planning and organisation; advanced Excel and data analysis.