Head of Strategic Rewards and Governance

(*) Responsibility

(1) Rewards Strategy & Leadership:

- Develop and execute a comprehensive Total Rewards strategy and Value proposition (compensation, benefits, incentives, and recognition) aligned with business objectives, people strategy, and organizational culture.

- Play critical role as the Center of expert on building Rewards philosophy, market positioning, and pay-for-performance design.

- Serve as a strategic advisor to the CHRO, Executive Committee, and Board (as required) on rewards-related matters.

(2) Compensation & Executive Pay

- Design, implement, and oversee base pay structures, job architecture, grading systems, and salary frameworks.

- Lead annual compensation review cycles (salary increases, bonuses, long-term incentives), ensuring fairness, transparency, and governance.

- Design and manage executive compensation programs, including incentives and long-term compensation, in alignment with shareholder and regulatory expectations.

(3) Incentives & Performance-Linked Pay:

- Design and manage short-term and long-term incentive plans that drive business performance and individual accountability.

- Act critical role to build sales incentive scheme together with Sales, Finance and Risk aligned with organizational culture, business strategy and regulatory expectation

- Ensure strong linkage between performance management outcomes and reward programs.

- Monitor effectiveness of incentive schemes and recommend continuous improvements

(4) Performance Management:

- Design Company Performance management framework, structure, process, guideline to be aligned with Corporate culture and business objective

-Train and educate People leaders and employees on how to set performance objectives, assess and manage it.

- Develop communication plan and materials of Performance management to staff and leaders.

(5) Benefits & Wellbeing:

- Oversee the design and delivery of employee benefits programs, ensuring competitiveness, cost control, and employee value.

- Drive wellbeing initiatives that support employee health, engagement, and productivity.

- Manage vendor relationships, insurance providers, and benefit consultants.

(6) Market Benchmarking & Governance:

- Lead external market benchmarking to ensure reward competitiveness across relevant talent markets.

- Ensure compliance with all local labor laws, tax regulations, pay equity requirements, and internal governance standards.

- Establish and maintain reward governance with specific policies, guidelines, process, templates, approval frameworks, and controls

- Identify potential risk and design risk management framework for total rewards pillar

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(7) Payroll management:

- Lead all pay execution from monthly / off cycle payroll, all payouts, tax and insurance management processed accurately and paid on time.

- Manage payroll system and data to make sure the accuracy and confidentiality in employee data

- Ensure compliance with labor laws, tax regulations, and statutory contributions

(8) Team management and development:

- Build, develop and support direct reports for development and performance

- Serve as a People leader to engage and lead Rewards team to be more motivated, opened to earn and growth.

- Build strong reward analytics and reporting capabilities to support data-driven decision-making.

(9) Budget Management & Change Agent

- Provide compensation modeling, cost analysis, and scenario planning to support business

- Provide insights on reward spend, ROI, pay equity, and workforce cost trends quarterly basis

- Coordinate with other team members to build Budget management tool and dashboard

- Apply Change management in rewards management to ensure employees are well understood Total rewards program and follow it.

(*) Qualifications and Experience

Education: Bachelor degree

Experience:

- Minium 10 years of progressive experience in Compensation & Benefits / Total Rewards, including 5 years in the leadership roles

- Strong experience designing rewards programs in complex, multinational environments.

- Solid understanding of executive compensation, incentive design, and regulatory requirements.

Language: Proficient in English