Manager, Performance & Recognition

Job Summary

The Regional Performance & Recognition Manager is responsible for developing and driving the Compensation & Benefits strategy across the APAC region, ensuring alignment with overall business and talent priorities.

Job Description

1. Compensation Strategy & Regional Governance

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  Drive APAC compensation strategy and frameworks aligned with business priorities.

  
  


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  Oversee job architecture, grading, and compensation philosophies across OpCos.

  
  


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  Benchmark practices, identify gaps, and recommend improvements.

  
  


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  Lead regional cycles (annual review, merit, incentives) with local flexibility.

  
  


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  Advise HR and business leaders on equitable, competitive compensation decisions.

  
  

2. Strategic Rewards for Key Talent & Regional Roles

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  Develop targeted C&B strategies for key talent and critical roles.

  
  


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  Design differentiated rewards (incentives, retention, long-term elements).

  
  


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  Ensure fairness for regional/cross-border roles balancing global and local needs.

  
  


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  Partner with HR/business leaders on succession, leadership pipeline, and retention.

  
  

3. Benefits Strategy & Optimisation

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  Define regional benefits strategy balancing competitiveness, cost, and EVP.

  
  


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  Review OpCo benefits for harmonisation and optimisation opportunities.

  
  


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  Assess utilisation, cost-effectiveness, and employee experience with data insights.

  
  


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  Advise OpCos on benefits design, vendor strategy, and renewals.

  
  

4. Performance & Recognition Framework

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  Develop regional performance and recognition frameworks aligned with culture.

  
  


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  Review OpCo practices, identify gaps, and drive improvements.

  
  


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  Strengthen pay-for-performance linkage and recognition mechanisms.

  
  


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  Promote meritocracy and performance-driven culture.

  
  

5. Regional Governance, Risk & Compliance

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  Establish governance standards ensuring compliance with local regulations.

  
  


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  Partner with legal/advisors to mitigate risks in C&B structures.

  
  


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  Maintain documentation, audit readiness, and policy governance.

  
  

6. Analytics, Insights & Decision Support

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  Drive regional analytics across compensation, benefits, and performance.

  
  


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  Build dashboards to compare OpCo practices and highlight improvements.

  
  


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  Provide insights, cost modelling, and scenario analysis for decisions.

  
  

7. Regional Advisory & Business Partnership

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  Act as strategic advisor to OpCo HR and business leaders.

  
  


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  Support organisation design, workforce strategy, and transformation initiatives.

  
  


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  Identify systemic issues and drive targeted interventions.

  
  

8. Vendor & Stakeholder Management

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  Oversee key vendors (surveys, insurers, consultants) across OpCos.

  
  


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  Align with global Total Rewards teams for consistency with regional needs.

  
  

Education

•    Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.

Skills

•    Minimum 7-10 years of experience in Compensation & Benefits, including at least 3 years in a regional or multi-country capacity.
•    Proven experience in multinational organisations, with exposure to diverse markets and regulatory environments.
•    Experience in designing or evolving reward frameworks (e.g., job architecture, grading, performance-linked rewards) is strongly preferred.
•    Strong expertise in compensation strategy, job evaluation, and market benchmarking, including familiarity with methodologies such as Mercer, WTW, or Hay.
•    Solid understanding of APAC regional benefits design, statutory requirements, and governance frameworks.
•    Proven ability to translate data and market insights into actionable recommendations and strategies.
•    Strong analytical capability, with proficiency in Excel and HR systems (e.g., Workday, SuccessFactors).
•    Ability to navigate complexity across multiple markets and balance global consistency with local realities.
•    Strong stakeholder management skills, with the ability to influence, challenge, and guide senior stakeholders.
•    Demonstrated capability in supporting talent strategy, including reward differentiation for key talent and critical roles.

Personal Attributes : 
•    Highly analytical, with a data-driven and insight-led approach to decision making.
•    Strong business acumen, with the ability to link reward strategies to business outcomes.
•    High level of integrity, professionalism, and confidentiality.
•    Strong cultural awareness and the ability to operate effectively across diverse markets and organisational contexts.
•    Proactive and solution-oriented, with the ability to identify issues, challenge the status quo, and drive improvements.
•    Resilient and adaptable, comfortable working in ambiguous and evolving environments.