Manager, Rewards & Analytics

UEM Sunrise Bhd; Kuala Lumpur; On-site; MYR 180,000 - 240,000; Full time

Job summary

UEM Sunrise Bhd in Malaysia is seeking a Manager, Rewards & Analytics to develop and manage competitive rewards programmes that attract, motivate and retain talent. You will provide people analytics, market insights and evidence-based recommendations to support decision-making while ensuring governance and compliance.

The role includes leading annual compensation reviews, managing benefits, and delivering streamlined analytics using Excel and Power BI to inform strategy and policy across the

Qualifications

• Strong knowledge of compensation, benefits and total rewards principles.
• Experience with benchmarking methodologies (WTW, Mercer, Korn Ferry).
• Experience in annual compensation reviews, market benchmarking and benefits management.
• Ability to translate data into clear insights and actionable recommendations.

Responsibilities

• Develop and maintain rewards analytics, dashboards and models for workforce metrics.
• Lead annual compensation reviews, performance bonuses and salary increments.
• Manage benefits programmes and group insurance renewals.
• Monitor cost implications of reward programmes and stay compliant with regulations.
• Provide governance, policies and SOPs for rewards activities.

Skills

Total rewards knowledge

Excel proficiency

PowerPoint proficiency

Data analytics

Confidentiality & integrity

Stakeholder engagement

Independent leadership

Education

Bachelor’s Degree in HR/Business/Math/Statistics

Professional certification in Rewards/Compensation & Benefits

Tools

Power BI

Microsoft Excel

PowerPoint

Job description

Job Description

8 - 10 Years

Regular

Manager, Rewards & Analytics (UE5)

JOB PURPOSE

The Manager, Rewards & Analytics is responsible for the development, implementation and management of competitive and sustainable rewards strategies and programmes that attract, motivate and retain talent. The role provides people and rewards analytics, market insights and evidence-based recommendations to support organisational decision-making, while ensuring that reward programmes align with business objectives, promote a high-performance culture and comply with applicable legislation and governance requirements.

JOB ACCOUNTABILITIES

No.

Accountabilities

1

Rewards Management

• Conduct internal parity and pay-positioning analyses to support compensation proposals for new hires, employee movements and fixed-term contract renewals.
• Lead and execute the annual compensation review covering performance bonus, annual salary increment and promotion exercises.
• Manage off-cycle and ad hoc reward requests, including the preparation of analyses, recommendations and management papers for approval.
• Oversee employee benefits programmes, including medical, wellness and welfare initiatives, and manage the renewal of group insurance policies.
• Monitor the effectiveness, competitiveness and cost implications of compensation and benefit programmes.

2

Strategic Rewards Initiatives

• Evaluate existing employee benefits and recommend revisions or new offerings to address evolving employee needs, maintain market competitiveness and support cost optimisation.
• Assess and recommend recognition programmes that reinforce organisational values, desired behaviours and culture.
• Lead or support rewards-related projects and strategic initiatives as assigned by Management, depending on their scope and complexity.
• Develop business cases, impact assessments and recommendations to support approval and implementation.

3

People & Rewards Analytics

• Develop and maintain people dashboards, management reports and analytical models covering workforce demographics, headcount, employee movements, attrition, compensation, benefits, pay positioning, internal parity and market competitiveness.
• Analyse people and workforce data to identify trends, patterns, gaps, risks and opportunities requiring Management attention.
• Provide workforce insights to support people planning, budgeting, policy reviews and key People & Organisation initiatives.
• Conduct scenario modelling and impact analyses for reward exercises, policy changes, benefit enhancements and other people-related proposals.
• Establish and monitor key people and rewards indicators to assess workforce trends, evaluate programme effectiveness and support organisational decision-making.
• Translate complex HR data into clear insights and practical recommendations for Management and relevant stakeholders.
• Ensure the accuracy, consistency, confidentiality and appropriate interpretation of HR data, dashboards and reports.

4

• Manage participation in compensation and benefits surveys and ensure the accuracy and completeness of survey submissions.
• Analyse survey results to assess the Company’s pay positioning, benefit competitiveness and alignment with relevant comparator markets.
• Monitor total rewards trends, emerging practices and regulatory developments, and recommend appropriate improvements.
• Maintain relevant market data, survey references and benchmarking methodologies to support consistent rewards decisions.

5

International Mobility Management

• Develop and update compensation packages for employees undertaking short-term or long-term international assignments.
• Conduct assignment cost projections and analyse the financial implications of compensation, allowances, benefits, taxation and relocation provisions.
• Manage international assignment matters, including visa applications and renewals, tax equalisation, tax return processes, relocation support and other assignment-related benefits.
• Coordinate with internal stakeholders and appointed service providers to ensure compliant and effective administration of international assignments.

6

Policies, Governance & Compliance

• Monitor relevant legislative and regulatory developments and ensure that compensation, benefits and rewards practices comply with applicable requirements.
• Develop, review and maintain policies, guidelines, Standard Operating Procedures and processes relating to rewards and international mobility.
• Serve as the custodian of the Employee Handbook and Integrated Standard Operating Procedures for the People & Culture Department, ensuring that they remain relevant, accurate and current.
• Maintain appropriate documentation, governance controls and approval records for rewards decisions and programmes.

7

Subject Matter Expertise & Stakeholder Management

• Act as the rewards subject matter expert, providing advice and guidance to People Business Partners and line managers, while ensuring alignment with approved policies, market practices and business requirements.
• Present rewards analyses, insights and recommendations to Management and relevant approving authorities.
• Lead rewards-related communications, briefings and presentations to promote understanding and effective implementation.
• Manage relationships with internal stakeholders and external service providers, including market survey providers, insurers, global mobility advisers and other appointed vendors.
• Undertake other related responsibilities and assignments as directed by Management.

MINIMUM ESSENTIAL QUALIFICATIONS & TECHNICAL COMPETENCES

Formal Education

Minimum Bachelor’s Degree in Human Resources, Business Administration, Mathematics, Statistics or a related discipline. A professional certification in Rewards or Compensation & Benefits, such as Certified Total Rewards Specialist, would be an added advantage.

Work Experience

8 to 10 years in Human Resources, with 4 to 6 years specialising in Rewards / Compensation & Benefits.

Skills / Knowledge/ Qualifications

Professional Proficiency

• Strong technical knowledge of compensation, benefits and total rewards principles.
• Familiarity with recognised compensation benchmarking methodologies or frameworks, such as WTW, Mercer or Korn Ferry.
• Demonstrated experience in annual compensation reviews, market benchmarking, internal parity analysis and benefits management.
• Strong capability in people and rewards analytics, financial and scenario modelling, data interpretation and management reporting.
• Good understanding of applicable Malaysian employment legislation and general HR operations.
• Advanced proficiency in Microsoft Excel and Microsoft PowerPoint; knowledge of Power BI or other data visualisation tools would be an advantage.
• Ability to translate complex workforce and rewards data into clear insights and practical recommendations.
• Strong critical thinking, research, analytical and problem-solving abilities.
• High attention to detail and accuracy, with effective planning and time-management skills.
• Demonstrates a high level of confidentiality, professionalism and integrity.
• Able to work independently and lead projects or major workstreams.
• Confident communicator with the ability to engage employees and stakeholders at all organisational levels.
• Able to operate effectively in a fast-paced and dynamic environment while balancing strategic priorities and operational delivery.

Added Advantage

• Experience in payroll management or knowledge of Malaysian payroll requirements.
• Experience in the design, implementation or administration of a Long-Term Incentive Plan.
• Experience in global mobility compensation, tax equalisation or international assignment management.

Job Snapshot

Updated Date

19.10.2026

Job ID

JOB_293

Department

PO/PNC - Rewards & Operational Excellence - ROE