Position Responsibilities
The role is accountable to drive organisational effectiveness, leadership capability, succession pipeline, and culture development across the region. This role leads organisation design, talent reviews, learning strategy, performance enablement, and change programs for a fast-growing FMCG/F&B retail business. The role partners closely with HRBPs and business leaders to build scalable structures, high-performing teams, and a sustainable talent strategy aligned with regional expansion.
1. Compensation & Benefits management
- Lead the development of regional compensation philosophy and structure that supports company growth and market competitiveness.
- Evaluate and design reward programs to drive performance, retention, critical skills, and regional expansion.
- Manage annual salary review process including budgeting, guidelines, calibration, and governance.
- Conduct salary benchmarking, job evaluation, pay structure review, and internal equity analysis.
- Manage various incentive schemes and variable pay programs.
- Review executive compensation and propose regional harmonisation where applicable.
- Maintain and update job architecture, career frameworks, and levelling. Ensure respective business units’ leaders and people & culture personnels are well-versed with the job architecture, career frameworks and levelling to make sensible business decisions.
- Oversee design and administration of health, insurance, wellness, leave, and statutory benefits across all operating countries.
- Partner with brokers and insurers to negotiate competitive insurance programs.
- Drive harmonisation and governance of benefits across multi-country operations.
- Monitor benefit utilisation, cost, and ROI to propose improvements.
- Review policies & support review of terms and conditions of countries’ employee handbook such as travel, allowances, flexible benefits, and claims processes where applicable to ensure regional standard are observed.
2. Global Mobility
- Design and manage international assignment policies (short-term, long-term, general business travel).
- Manage end-to-end expatriate lifecycle:
- package structure and costing
- immigration/work pass coordination
- relocation, housing, schooling, and settling-in
- compliance with tax equalisation and social security requirements
- Provide advisory to business leaders on mobility decisions, localisation plans, and cross-border transfers.
- Manage vendors: relocation companies, tax consultants, immigration partners.
3. Stakeholder Engagement
- Partner with Country HR on rewards solutions and local implementation.
- Present recommendations to senior leadership and support business expansion (new market entry).
- Act as subject matter expert for all compensation and mobility matters.