Performance & Rewards Specialist

PayNet (Payments Network Malaysia); Kuala Lumpur; On-site; MYR 120,000 - 160,000; Full time

Job summary

PayNet (Payments Network Malaysia) is looking for a leader in Rewards and Performance to shape its agenda on compensation strategies. This role involves managing performance management cycles, designing compensation frameworks, and leveraging analytics to drive impactful decisions. The ideal candidate should possess significant experience in advising senior leaders, particularly in financial services or technology sectors, and demonstrate strong analytical capabilities. Join PayNet to empower Malaysia's digital payment ecosystem through your expertise.

Qualifications

• Experience owning Rewards and Performance portfolios end-to-end.
• Ability to facilitate senior-level discussions on performance and pay.
• Strong analytical skills, including pay analysis and cost modelling.

Responsibilities

• Lead performance management cycles and stakeholder discussions.
• Design and implement compensation frameworks aligning with culture.
• Apply analytics to support leadership decisions on pay outcomes.

Skills

Performance management

Compensation design

Data analytics

Stakeholder management

Advisory capability

Consulting background

Job description

About PayNet

Payments Network Malaysia (PayNet) is Malaysia’s premier payments network and central infrastructure for financial markets. We innovate, build and operate world‑class payment systems and financial market infrastructure that safely, reliable and efficiently enable the functioning and development of Malaysia’s financial system as well as the economy as a whole.

About the People Division

Empowering the human core of PayNet. People division shapes experiences, pathways, and culture that enable PayNetters to grow with purpose, because powering Malaysia’s digital payments starts with empowering its people.

Summary of responsibility

This role is responsible for owning and shaping PayNet’s Rewards and Performance agenda, ensuring strong differentiation, market competitiveness, and alignment to business priorities. This role goes beyond execution, it requires hands‑on design capability, data‑driven decision‑making, and confident partnership with senior leaders, EXCO, and Board‑level stakeholders.

Key Responsibilities

Rewards & Performance Ownership

• Own and lead end‑to‑end performance management cycles, including goal‑setting, mid‑year and year‑end reviews, calibration sessions, and performance payouts.
• Facilitate and influence senior stakeholder discussions on performance differentiation, ratings integrity, and reward trade‑offs.
• Drive continuous improvements to performance frameworks, addressing gaps such as weak differentiation, inconsistent outcomes, or misaligned incentives.

Compensation Design & Governance

• Design, review, and implement compensation frameworks, including:
  • Salary structures and job architecture alignment
  • Market benchmarking and leveling
  • Incentive schemes (STI / performance‑linked pay)
• Lead change rollout and stakeholder adoption, ensuring clarity, fairness, and alignment to PayNet’s culture and risk posture.
• Ensure rewards practices are market‑relevant, internally equitable, and compliant with governance expectations.

Data, Analytics & Business Insights

• Apply rewards analytics to support decision‑making, including:
  • Pay equity and cost modelling
  • Performance and reward outcome analysis
  • Scenario modelling for business trade‑offs
• Translate data into clear, practical insights to support leadership decisions on pay outcomes and performance investments.

Senior Stakeholder & Advisory Partnership

• Act as a credible advisor to senior leaders, guiding conversations on:
  • Performance ratings and calibration outcomes
  • Pay positioning, adjustments, and trade‑offs
  • Talent and retention‑related reward decisions
• Prepare and support EXCO and Board‑level materials, insights, and discussions related to performance and rewards outcomes.

What Will Make You Successful

• Proven experience owning Rewards and Performance portfolios end‑to‑end, not purely administrative execution.
• Demonstrated capability in:
  • Facilitating performance calibration and payout discussions at senior leadership level
  • In‑house design and implementation of compensation frameworks, not vendor‑dependent
  • Delivering tangible framework improvements or redesigns addressing structural or behavioral gaps
• Strong analytical capability, including pay analysis, cost modelling, and performance insights.
• Track record of advising and influencing senior leaders on people, pay, and performance decisions.
• Exposure to Board or EXCO‑level engagements, including preparation of materials or direct support.
• Background in consulting or advisory environments (e.g., Mercer, WTW, Aon, EY, PwC) or equivalent strategic internal roles.
• Experience supporting organization transformation or large‑scale change initiatives.
• Exposure across multiple industries, with preference for Financial Services and/or Technology environments.