Overview Of Division/Department
The Director of Rewards is a senior leader responsible for driving the design, execution and evaluation of the regional compensation and benefits framework. Reporting to the Regional Lead of Rewards, this role is critical in ensuring our programs attract, retain, and motivate employees to drive organizational success. The role holder will act as a key advisor to senior business and HR leaders on all aspects of total rewards, including the critical link between performance management and compensation outcomes, and will oversee the systems and technology that underpin the rewards function.
About Us
Auto req I
2045BR
Department
Asia-Pacific Department
Section
Compensation Team
Location
Singapore
Job Responsibilities
Strategic and Advisory
- Act as a trusted rewards advisor to senior business leaders, the regional CHRO, and the HR Business Partners on complex compensation and benefits matters.
- Co-lead the design and continuous improvement of the regional compensation and benefits framework and policies, in partnership with the Regional Rewards Lead.
- Drive a deep understanding of compensation and benefits principles and philosophy across all locations.
- Provide expert advice on compensation structures, incentive programs, benefits design and long-term incentive plans.
Market Intelligence and Benchmarking
- Lead the collection, analysis, and interpretation of market data to propose the firm's pay positioning and inform strategic decision-making.
- Manage relationships with external survey providers and ensure robust participation in benchmarking studies.
- Own and maintain the regional job grading architecture to ensure internal equity and comparable benchmarking.
- Act as the regional subject matter expert on regulations related to remuneration governance, providing insights and updates to the senior leadership.
- Translate market insights into actionable recommendations for program design or recalibration.
Compensation and Benefits
- Direct the end-to-end regional year-end compensation review process, from budget modelling and system readiness to final execution, ensuring a seamless and accurate cycle.
- Lead the annual compensation system management, including partnering with HR Technology to define business requirements, oversee system configuration and testing, and ensure the platform effectively supports the year-end review process.
- Review proposed changes in local rewards programs and provide governance and strategic guidance to local HR, including business case review and cost-benefit analysis.
- Ensure all reward programs reflect a balance of internal equity, market competitiveness and employee experience priorities.
- Provide expert guidance to country/ branches on complex hire compensation and benefits structuring, particularly for senior roles.
Performance Management
- Act as the link between performance management and compensation, ensuring that performance management translated into pay decisions in a fair, consistent and transparent manner.
- Partner with Performance Management COE to stay abreast of framework changes and to provide input on how performance processes impact the rewards cycle.
Stakeholder Collaboration
- Act as senior point of contact and trusted advisor for Country, Branch HR and HR Business Partners on all total rewards matters.
- Partner with the Performance COE, other HR COE, HR Technology, Global, Regional and Local HR, APD, Finance, Legal and Risk teams to ensure integrated execution of the rewards agenda.
Leadership and Mentoring
- Lead and mentor a team of compensation and benefits professionals across the region as part of the communities of expertise.
- Guide local human resources colleagues in terms of rewards practices to ensure alignment to the regional frameworks.
- Promote best practice sharing, capability building, and operational excellence.
Change Management
- Review and propose regional approach in terms of compensation and benefits to enable consistency across locations and business lines.
- Review phased approach of adaptation for each country to align to the regional compensation and benefits framework.
- Guide local human resources in terms of the adaptation of the regional compensation and benefits framework into the local framework and policies.
Job Requirements
- At least 15 years of experience in compensation, benefits and total rewards.
- Demonstrated experience working in a regional office, with a strong understanding of the complexities of managing rewards across multiple APAC countries.
- Advanced knowledge of compensation and benefits design, performance management framework and rewards program governance.
- Familiarity with remuneration-related regulations and governance requirements across APAC markets is highly desirable.
- Proven ability to advise and influence senior leadership and HR partners on complex compensation and benefits maters.
- Proficiency in using HR and compensation systems (e.g. Workday, SuccessFactors, Oracle or similar) to manage compensation processes and analytics.
- Strong analytical and data interpretation skills, with the ability to translate market insights into actionable recommendations.
- Excellent stakeholder management, communication and collaboration skills, with experience working cross-functionally with HR, finance and business leaders.
- Experience in change management and aligning local practices to regional frameworks is a plus.
