Group Compensation & Benefits Manager

Acclime; Petaling Jaya; On-site; MYR 180,000 - 300,000; Full time

Job summary

Acclime is seeking a Group Compensation & Benefits Manager to lead Group-wide compensation, benefits, job leveling and titling, salary ranges, market benchmarking, and analytics across APAC markets.

This hands-on role reports to the Group Head of People & Culture and collaborates with Finance, Integration, and leadership to ensure fair, data-driven reward practices that support growth and retention across markets.

Qualifications

• Minimum 7 years of progressive experience in Compensation & Benefits, Rewards, HR Consulting, or related disciplines.

Responsibilities

• Design and maintain Group-wide salary range structures and job levels.
• Lead market benchmarking and translate survey data into practical ranges.
• Develop and govern short-term incentive, long-term incentive, and equity-based plans.

Skills

APAC experience

Analytical thinking

Excel advanced

Stakeholder influence

Benchmarking

HR analytics

Tools

Mercer surveys

WTW benchmarks

Aon benchmarking

Job description

Acclime is a leading pan-Asian professional services firm, specialising in offering a range of essential advisory and corporate services to clients expanding into and around the Asia-Pacific region. Since its formation in early 2019, Acclime now has a presence in 18 markets and a team of more than 2,000 professionals in the fields of accounting, tax, fund administration, corporate secretarial, payroll and advisory services – making it the fastest growing firm in the sector in the region.

The Group Compensation & Benefits Manager is responsible for building and stewarding Group-wide compensation, benefits, job levelling and titling, salary range structures, market benchmarking, and people analytics frameworks, while acting as a subject matter expert (SME) on reward strategy and workforce insights across markets.

This role sets Group-level standards and provides expert guidance, while working with local People & Culture teams to support implementation across markets. It plays a critical role in ensuring fair, consistent, and data-driven reward practices that support business growth, internal equity, talent retention, and successful integration as the Group scales.

This is a hands‑on, highly independent role, reporting to the Group Head of People & Culture, and working collaboratively with Group and local People & Culture teams, as well as key stakeholders across Finance, Commercial, Integration, and Leadership.

Key Responsibilities

• Design, implement, and maintain a Group-wide job levelling and titling framework.
• Establish clear principles and governance for job levels, role differentiation, and naming conventions.
• Partner with local People & Culture teams to map roles to Group job levels and support title rationalisation.

Salary Structures, Ranges & Benchmarking

• Design and maintain Group salary range structures aligned to job levels, role scope, and market positioning.
• Lead market benchmarking exercises and translate survey data into practical salary ranges and guidelines.
• Provide expert guidance on pay positioning, offer benchmarking, and market competitiveness.

Compensation, Incentives & Variable Pay

• Design and steward Group-wide short-term incentive and variable pay frameworks applicable across the organisation.
• Partner with Group Commercial and Finance on the design and governance of sales incentive and commission schemes.
• Ensure incentive structures are aligned to performance outcomes, commercial objectives, cost discipline, and consistency across roles and markets.
• Support the design, governance, and administration of long-term incentive or equity-based plans), in partnership with Finance, Legal, and external advisors.

Benefits Strategy & Governance

• Support the development and governance of Group benefits philosophy and principles.
• Partner with local People & Culture teams and brokers on benefits reviews, renewals, and cost optimisation.

Reward Aspects of M&A Integration

• Partner with Finance, Integration, and local People & Culture teams to support the reward and job architecture aspects of acquisitions.
• Review legacy compensation, incentives, and benefits structures and advise on alignment and harmonisation approaches.

People Analytics & Workforce Insights

• Build and manage Group-level people analytics, including compensation and people cost analytics.
• Deliver insights to support workforce planning, budgeting, leadership decision-making, and due diligence.
• Support Group workforce planning and compensation budgeting processes, including people cost analysis, scenario modelling, and insights to inform annual planning, salary review cycles, and leadership decision-making.

Key Requirements

• Minimum 7 years of progressive experience in Compensation & Benefits, Rewards, HR Consulting, or related disciplines, including significant experience supporting multiple countries across Asia-Pacific (APAC).
• Proven experience designing and implementing compensation, benefits, job architecture, salary structures, and reward frameworks across diverse APAC markets.
• Strong understanding of reward practices, market dynamics, and regulatory considerations across Asia-Pacific jurisdictions.
• Experience working in a regional, Group, multinational, or matrix environment.
• Strong analytical and numerical capability, with advanced Excel and reporting skills.
• Experience conducting market benchmarking and interpreting compensation survey data from providers such as Mercer, WTW, Aon, Korn Ferry, or similar.
• Clear, confident, and pragmatic communicator with the ability to influence stakeholders across multiple markets and cultures.
• Self-starter who works confidently and independently in a fast-paced and evolving environment.
• Proactive, solutions-oriented, with a strong ownership mindset and commercial acumen.
• Experience supporting organisational growth, transformation, or post-acquisition integration activities would be advantageous.
• Experience within professional services, consulting, financial services, or other multi-country organisations is preferred.