Xendit provides payment infrastructure across Southeast Asia and is expanding to Greater China and LATAM. We process payments, power marketplaces, disburse payroll and loans, provide KYC solutions, prevent fraud, and help businesses grow exponentially. We serve our customers by providing a suite of world-class APIs, eCommerce platform integrations, and easy to use applications for individual entrepreneurs, SMEs, and enterprises alike
Our main focus is building the most advanced payment rails for Southeast Asia, with a clear goal in mind — to make payments across and within SEA simple, secure and easy for everyone. We serve thousands of businesses ranging from SMEs to multinational enterprises, and process millions of transactions monthly. We've been growing rapidly since our inception in 2015, onboarding hundreds of new customers every month, and backed by global top-10 VCs. We're proud to be featured on among the fastest growing companies by Y-Combinator
About the Job
Xendit's Total Rewards infrastructure is evolving from baseline functionality toward a sophisticated, high-precision model. This mandate encompasses the full rewards spectrum: personally architecting compensation, optimizing benefit frameworks, and owning the equity programme end-to-end. You will serve as a trusted advisor to the executive team, navigating the regulatory complexities and cultural nuances across our multi-market Southeast Asian footprint
As the senior design and analytical powerhouse within the function, you will partner directly with the Head of People to drive decision-ready recommendations for leadership. Your focus is on the entire lifecycle—designing, building, and launching programmes with the commercial rigor to ensure they scale. This is not a supporting role; you own the results
This is a high-impact IC position by design, focused on raising the bar for our rewards capability. We need a hands-on builder who thrives in the weeds of data and modeling while maintaining a strategic view. While the function's maturity may eventually lead to broader leadership over People Operations, the current priority is depth, velocity, and personally-owned delivery. If you are ready to build a substantive legacy in an organization committed to world-class Total Rewards, this is your mandate
Minimum Qualifications
- Professional depth; A track record of 8–12 years in the rewards space, with substantive experience personally architecting and launching programmes. You are a builder who has led full reward cycles end-to-end, not just a supporting participant
- Fintech and payments fluency; You natively understand the regulatory complexities and venture-backed equity norms of high-growth fintech. We value candidates who have navigated these specific category challenges during a scaling phase
- Analytical powerhouse; Capable of building sophisticated models from scratch and interpreting complex statistical outputs independently. Advanced proficiency in Excel or Google Sheets is your baseline for driving data-led decisions
- Systems architecture; Deep literacy in HRIS and data infrastructure. You don't just use tools; you optimize how data flows and improve the underlying processes to ensure higher accuracy and scalability
- Equity programme mastery; Hands-on ownership of equity structures—from grant management and vesting mechanics to employee education. You are comfortable navigating ESOPs, RSUs, and stock options within a fast-moving tech environment
- Multi-market footprint; Proven experience running rewards across diverse regulatory landscapes, with a strong preference for Southeast Asian market depth. You understand local nuances and can hit the ground running
- Executive partnership; The ability to serve as a trusted advisor to senior leadership. You translate technical analysis into clear, credible, and decision-ready recommendations that enable executive action
- AI-assisted workflows; You are already integrating AI into your daily operations for modeling and analysis. We expect you to be ahead of the curve in applying these technologies to Total Rewards
- Intellectual rigor; A commercially-minded professional who can bridge the gap between business strategy and precise compensation design with total accuracy
Preferred Qualifications
- Transformation mastery; Proven expertise in architecting rewards through significant organizational shifts, such as post-merger integrations, workforce resets, or fundamental business model pivots
- Advanced incentive literacy; Broad exposure to sophisticated equity vehicles, including RSUs, LTIPs, and global tech-standard incentive structures that extend beyond foundational ESOP frameworks
- Regulated fintech depth; Prior experience establishing Total Rewards within a multi-licensed, high-growth environment, navigating the unique compliance and structural demands of the fintech sector
Responsibilities
- Compensation architecture; Own the compensation benchmarking methodology and data infrastructure across SEA markets. Assess the current state, identify gaps, and — where the business is ready — design and implement compensation structures that are market-aligned and scalable. When a compensation question surfaces at executive level, you're the one with the answer
- Reward cycles; Lead merit, bonus, and equity refresh cycles end-to-end — programme design, financial modelling, stakeholder alignment, manager tooling, and execution across markets. You manage the cycle, not just the admin
- Benefits; Review, redesign, and optimise benefit programmes across Malaysia, Indonesia, Philippines, Singapore, and other active markets. Balance market competitiveness, cost efficiency, and local regulatory requirements — simultaneously
- Equity programme; Own the equity programme end-to-end. Today that means a Carta-administered ESOP: grant management, vesting schedules, exercise administration, and employee education. You'll improve how the programme operates day-to-day — including the efficiency of how employees exercise options — and be the lead for any future liquidity events (e.g. secondaries, cash liquidation). As the programme structure evolves — whether ESOP, RSUs, stock options, or other structures — you adapt and own the transition
- People data and compensation modelling; Xendit runs a sophisticated, highly customised compensation computation infrastructure through BambooHR — feeding global people data into cash flow modelling, team ROI analysis, salary caps, and performance and compensation normalisation processes. This role takes full ownership of that infrastructure from day one: understand how it's built, how it flows, and where it can be improved. Over time, you'll drive the overhaul — more scalable mechanisms, higher accuracy, faster delivery — so that the analytical output is trusted at every level and the business partnership is sharper. You're in the weeds on the calculations and in the room on the decisions
- Executive partnership and advisory; Build trusted, advisory relationships with the executive team and business leaders on all compensation matters. Translate data and analysis into clear, confident recommendations that equip leaders to make well-informed decisions. You own the inputs and the advisory relationship — compensation decisions remain with the executive team
- Manager and leadership enablement; Equip managers to be confident and effective in managing compensation for their teams — through training, tooling, and ongoing partnership. Reduce reliance on the central team for every compensation decision by building the infrastructure and knowledge that enables good judgement at the manager level
- Programme design and continuous improvement; Xendit's Total Rewards infrastructure is functional and will grow. Your job is to understand what exists, what's missing, and what could work better — then propose and build it. Initiatives might include how total rewards packages are communicated to new hires and existing staff, whether and how compensation banding is implemented, or how manager enablement tools are structured. You identify the opportunity, make the case, and own the delivery
- AI-assisted operations; Apply and build AI-assisted workflows into Total Rewards processes. This is expected practice here, not a future-state aspiration. You should already be doing this
- Do whatever it takes to make Xendit succeed!
Why This Role, Why Now
- The People function at Xendit is investing in higher efficiency, higher quality, and AI-augmented capability. This hire is a key part of that. You'll be working with a Head of People who sits on the executive team, reports directly to the CEO, and is serious about raising the bar on everything Total Rewards does
- This role starts as IC — the right person will build trust and credibility from day one, with a natural path toward broader ownership of the People Operations function over time
- If you want to build something real in a company that's at a genuine inflection point, this is the role
Xendit is an equal opportunity employer. We welcome applications from candidates across all backgrounds.
