Rewards and People Programs Manager – SEAA

This dual-mandate role sits at the intersection of total rewards strategy and people data intelligence. It is responsible for designing and executing a competitive, equitable, and business-aligned reward framework across the SEAA region, while simultaneously building and scaling a robust people analytics capability that enables data-driven HR and business decision-making. The role acts as a critical partner to HRBPs, Finance, and senior Business Leaders to ensure frameworks are aligned with business priorities, and attracts, retains, and motivates talent through deep analytical insight and market intelligence.

Responsibilities include designing reward solutions that attract and retain the best talent across a diverse and competitive regional landscape, ensuring the organization is positioned to win in the market. The manager drives pay equity and fairness across the region, embedding a reward philosophy that reflects a commitment to inclusion and transparency. Key duties involve modeling cost implications of rewards proposals and recommending solutions aligned with business and market realities. The role leads the end-to-end design, implementation, and governance of regional people programs that support the SEAA LEAP Ambition 2030+, ensuring programs maintain regional coherence while remaining sensitive to local market needs. Furthermore, the role develops program measurement architecture to track adoption, employee sentiment, business impact, and ROI. In the analytics space, the manager builds and scales functions including dashboards, reporting frameworks, and governance standards, translating technical findings for non-technical audiences to influence senior stakeholders. The position also leads compensation benchmarking and manages annual compensation review cycles, including merit, bonus, and equity processes across multiple markets.

Requirements:

• Strong technical expertise in compensation design and benchmarking.
• Hands-on experience using job evaluation methodologies.
• Experience managing annual compensation review cycles including merit, bonus, and equity processes across multiple markets.
• Strong understanding of SEAA compensation regulations, market dynamics, and statutory requirements.
• Proven capability in building and scaling people analytics functions, including designing dashboards, reporting frameworks, and governance standards.
• High proficiency in data analysis and visualization tools, and HRIS platforms.
• Experience with predictive analytics or modelling.
• Fluency on AI use cases and expertise building agentic AI for productivity.
• Ability to translate technical findings for non-technical audiences and influence senior stakeholders.
• Sound business acumen and sensitivity to how people decisions drive cost and organizational effectiveness.
• Innovative mindset with the ability to demonstrate out-of-the-box thinking and the courage to experiment.