Rewards Manager

Job Descriptions

• Develop and implement comprehensive rewards strategies, covering cash and non-cash rewards as well as tangible and intangible rewards, to support employee engagement, retention, and business objectives.
• Manage and continuously improve salary structures, job grading, salary ranges, and compensation guidelines.
• Conduct market benchmarking and compensation analysis to ensure external competitiveness and internal equity.
• Manage annual compensation review, salary adjustment, promotion, and incentive processes.
• Develop and evaluate incentive and variable compensation schemes based on business and employee performance.
• Analyze compensation & benefit data and provide insights and recommendations to support management decision-making.
• Partner closely with HR Business Partners, Talent Acquisition, Finance, and business leaders to understand business needs and translate them into effective people solutions.
• Ensure rewards policies and practices are consistently implemented across functions and business units.
• Monitor rewards trends, market practices, and relevant regulations to identify opportunities for improvement.
• Act as a strategic advisor to stakeholders on compensation, benefits, workforce, and people-related matters.
• Prepare rewards reports, dashboards, and presentations for management.
• Prepare and deliver analysis, dashboards, business cases, and presentations for senior management.
• Challenge existing practices and provide data-driven recommendations to balance employee experience, business performance, and cost sustainability.
• Prepare and deliver analysis, dashboards, business cases, and presentations for senior management.

Job Requirements

• Bachelor’s degree in Human Resources, Business, Finance, Economics, Statistics, or a related field.
• 5 years of experience in Compensation & Benefits, Total Rewards, HR Analytics, or related HR functions.
• Strong understanding of compensation structures, job evaluation, salary benchmarking, and incentive schemes.
• Strong analytical and numerical skills, with the ability to translate data into actionable business recommendations.
• Experience in people management, with a proven track record of leading small to mid-size teams of approximately 1–10 members.
• Advanced proficiency in Microsoft Excel/Google Sheets; experience with HRIS or people analytics tools is a plus.
• Strong stakeholder management and communication skills.
• High attention to detail with strong problem-solving and critical-thinking abilities.
• Comfortable working with data, ambiguity, and a fast-paced business environment.
• Experience in a technology, startup, consulting, or other fast-paced corporate environment is a plus.