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Compensation & Benefits - Team Lead
Job summary
A leading HR consultancy firm in Singapore is seeking an experienced professional to design and implement competitive global compensation frameworks. The role involves building performance management systems, managing diversified incentive programs, and leading annual compensation cycles. The ideal candidate has over 7 years of experience in Compensation & Benefits, fluency in English and Mandarin, as well as strong analytical and stakeholder management skills. The position offers a dynamic work environment in a multinational setting.
Qualifications
- 7+ years of experience in Compensation & Benefits, preferably in large-scale tech or multinational environments.
- Proven experience designing and implementing compensation frameworks and performance management systems.
- Excellent business acumen necessary for stakeholder management.
Responsibilities
- Design and implement a competitive global compensation framework.
- Build and optimize performance management systems for global teams.
- Design and manage diversified incentive programs aligned with business needs.
- Lead annual compensation cycles and develop compensation analytics.
Skills
Education
Design and implement a competitive, scalable global compensation framework covering fixed pay, variable pay, and long-term incentives.
Develop internal job architecture, salary bands, and job grading structures aligned with market benchmarks, balancing global consistency with local flexibility.
Conduct ongoing market research and benchmarking to ensure external competitiveness and internal equity.
Build and optimize performance management systems suitable for global and remote teams, including OKRs, project-based reviews, and 360-degree feedback.
Partner closely with business leaders to drive goal setting, continuous feedback, and performance review cycles, ensuring fair, transparent, and data-driven evaluations.
Design performance-linked incentive mechanisms to strengthen alignment between individual contribution, team outcomes, and business results.
Design and manage diversified short-term and long-term incentive programs aligned with business growth and evolving workforce needs.
Regularly assess program effectiveness and optimize reward mechanisms to maximize business impact and employee engagement.
Lead annual compensation cycles, including salary reviews, merit increases, and incentive payouts.
Develop and maintain C&B dashboards and analytics to deliver actionable insights for talent, cost, and business decision-making.
Own HR systems and compensation tools, ensuring data accuracy, transparency, and operational efficiency.
Bachelor’s degree or above. Fluency in both English and Mandarin for professional communication.
7+ years of experience in Compensation & Benefits, with a strong preference for large-scale tech or multinational environments.
Proven end-to-end experience designing and implementing compensation frameworks, performance management systems, and incentive programs.
Strong analytical capability, including market benchmarking, cost modeling, and incentive ROI analysis.
Excellent business acumen with strong stakeholder management and cross-functional collaboration skills.
Highly accountable, self-driven, and comfortable operating in a fast-paced, evolving organization.
7+ years of hands-on experience in compensation and performance management.
Demonstrated end-to-end ownership of full compensation systems, including equity incentive plans, performance modules, and annual/year-end compensation cycles (beyond execution-only roles).
Interested applicants kindly click on “apply now” or send your updated resume to jayden.kua@peopleprofilers.com
Jayden Kua Jing Yu
Registration Number: R24124814
EA License Number: 02C4944
People Profilers Pte Ltd, 20 Cecil St, #08-09, PLUS Building, Singapore 049705
http://www.peopleprofilers.com
* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.