Global Rewards Lead

  • Location
  • Contract Type
  • Posted
  • Industry
    Financial Services, FinTech, Technology
  • Salary
    Competitive and Negotiable
  • Expiry Date

We are partnering an up-and-coming fintech firm to appoint a strategic and forward thinking Global Rewards Manager. Headquartered in Singapore, our client currently has outposts in more than 30 countries around the world. Named among the fastest growing companies by the Financial Times for several years in a row, the client continues to scale readily amidst the pandemic. Having kept their ears close to the ground, the client has expanded its capacity beyond a billing carrier to encompass other alternative payments gateways (e.g. e-wallet) in recent years. This position will be based in Singapore.

Reporting into the Global Head of Talent Management, your responsibilities stretch across design, advisory and operational work. A key order of business is to bring the firm’s Rewards framework into maturity as the firm continues to expand aggressively. This means taking into account local specificities while ensuring that common threads run through those individually tailored compensation and benefits schemes. Among the utmost is drawing up a Rewards structure that will incentivise prospective and current employees across all stages of the talent process – attraction, development and retention. As a key advisor to the business, you should likewise be proactively engaging in market benchmarking to ensure that the client’s Rewards framework remains competitive. In other words, this role goes beyond ensuring that performance reviews are conducted and compensation payouts are executed in a timely fashion.

We are looking for a Human Resources (HR) professional with a strong track record in crafting and conceptualising rewards frameworks in a regional/global capacity. Strong and proven track records in running large Rewards projects – particularly building and/or revamping Compensation & Benefits structure from start to finish – will likewise be a key metric setting you apart from others. Consultancy experience – either current or prior – will thus be looked upon favourably. The client especially values candidates who are not easily satisfied with the status quo. In a candidate-short market wherein the war on talent is very real, you must see Rewards as an equally critical component of the broader workforce strategy in meeting organisational goals and business needs.

Thank you for your time. Please apply to find out more about this role or reach out to Janard at for a confidential discussion.

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