AVP, HR / Compensation Specialist

SEMBCORP UTILITIES SERVICES PTE. LTD.; Singapore; On-site; SGD 90,000 - 120,000; Full time

Job summary

A leading energy solutions provider is seeking a Compensation Specialist to implement compensation strategies within the Gas & Related Services segment. The ideal candidate should have 10–15 years of experience, preferably in the energy sector, and strong analytical skills. This role will involve managing compensation processes and supporting market entries while ensuring alignment with the organization's objectives.

Qualifications

• 10–15 years of experience in compensation, preferably in a specialist role.
• Experience in the energy sector preferred.
• Experience supporting international markets and joint ventures is a bonus.

Responsibilities

• Serve as the GRS lead for all compensation-related matters.
• Implement and manage the annual compensation review cycle.
• Conduct compensation analytics to support decision-making.

Skills

Interpersonal skills

Analytical mindset

Understanding of compensation frameworks

Communication abilities

Education

Bachelor’s degree in HR, Business, Finance

Job description

About Sembcorp

Sembcorp is a leading energy and urban solutions provider headquartered in Singapore. Led by its purpose to drive energy transition, Sembcorp delivers sustainable energy solutions and urban developments by leveraging its sector expertise and global track record.

Play a role in Powering Asia’s Energy Transition

Drive Asia’s energy transition with us! Our Gas & Related Services segment is a key growth engine, delivering reliable and efficient energy to industries and communities across multiple countries. We support Asia’s growing energy needs while advancing the shift to a lower-carbon future.

Purpose and Scope

As the Compensation Specialist for Gas & Related Services (GRS), you will be the dedicated subject matter expert responsible for translating Group Total Rewards policies and frameworks into actionable compensation strategies for the GRS line of business. You will work closely with Group Total Rewards to ensure alignment with overarching guidelines, while tailoring implementation to suit GRS’s operational and market-specific needs. This includes leading the annual compensation and performance management cycle, supporting new market entries, and designing compensation structures for subsidiaries and joint ventures.

Key Roles and Responsibilities

Compensation Strategy & Implementation

• Serve as the GRS lead for all compensation-related matters, ensuring alignment with Group Total Rewards policies while adapting them to GRS’s business context.
• Implement and manage the annual compensation review cycle, including salary reviews, bonus programs, and performance-linked pay. This includes working closely with the GRS Talent Management team & HRBPs to manage the annual performance management process
• Work closely with HRBPs on collective agreements, including negotiation of Annual Increment & Performance Bonus (AIPB) frameworks, to balance employee interests with business sustainability.
• Provide guidance and training to HR and business stakeholders on performance calibration and linkage to rewards.
• Partner with HRBPs and business leaders to ensure compensation decisions support talent attraction, retention, and motivation.

Market Expansion & JV Support

• Support new market entries by conducting market benchmarking and designing salary ranges and compensation structures tailored to local conditions and business needs.
• Develop compensation frameworks that align with GRS’s strategic objectives and operational realities – including co-development with JV partners

Analytics & Governance

• Conduct compensation analytics to support decision-making, including pay equity, competitiveness and cost impact assessments.
• Ensure compliance with internal governance and external regulatory requirements across all compensation practices.

Stakeholder Engagement

• Act as the liaison between GRS and Group Total Rewards, ensuring two-way communication and feedback.
• Partner with Finance, Legal and other relevant functions to ensure holistic and compliant compensation solutions

Key Decisions & Dimensions

• Balance on localisation vs standardisation
• Performance-reward linkage strategy to drive desired behaviours and business results

Qualifications & Experience

• Bachelor’s degree in HR, Business, Finance or related field. Professional certification in compensation is a bonus
• 10–15 years of experience in compensation, preferably in a regional or business unit specialist role.
• Experience supporting international markets and joint ventures is a bonus.
• Experience in the energy sector preferred.

Skills/competencies & Preferred Characteristics

• Good interpersonal skills and abilities to communicate with all levels.
• Strong understanding of compensation frameworks, market benchmarking and performance management process
• Analytical mindset with problem-solving ability.
• Ability to work in a matrix organization and manage multiple priorities is a bonus.

Our Culture at Sembcorp

At Sembcorp, our culture is shaped by a strong set of shared behaviours that guide the way we work and uphold our commitment to driving the energy transition.

We foster an institution-first mindset, where the success of Sembcorp takes precedence over individual interests. Collaboration is at the heart of what we do, as we work seamlessly across markets, businesses, and functions to achieve our goals together. Accountability is a core principle, ensuring that we take ownership of our commitments and deliver on them with integrity and excellence. These values define who we are and create a workplace where our people can thrive while making a meaningful impact on driving energy transition.

Join us in making a real impact!