Team Head of Compensation & Benefits

Eastspring is a global asset manager with Asia at its core. We create a culture in which diversity is celebrated and inclusion assured, for our colleagues, customers, and partners. We provide a platform for our people to do their best work and make an impact to the business, and in exchange, we support our people's career ambitions. We pledge to make Eastspring a place where you can Connect, Grow and Succeed.

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KEY RESPONSIBILITIES OF THE ROLE:
1. Compesnation Strategy & Incentive Design
• Incentive alighment: Design and model the variable bonus (STI) and carried interest/ LTI plans. Ensure they align with fund performance and satisfy regulatory “risk-reward” principles.
• Market Benchmarking: Oversee the annual salary review. Manage relationships with survey providers to ensure we pay for performance without lower-overpaying.
• Budget Management: Manage the total staff cost budget. Run rigorous scenario planning for the remuneration committee to determine the size of the bonus pool based on firm profitability.
2. Performance Management Ecosystem
• OKR/ KPI architecture: Transition the firm from “tick-box” appraisals to outcome-bsed performance management. Ensure every role has KPIs linked to the firm’s strategic pillars (AUM growth, customer satisfaction, ect.)
• Calibration governance: Chair the year-end calibration committees to ensuring ratings are distributed fairly and eliminate “recency bias” or favoritism.
• Underperformance management: Design the framework for performance improvement plans (PIPs), ensuring they are legally robust and respectful.
3. HRIS, Analytics and Operations
• HR tech roadmap: Owner of the HRIS. Responsible for system optimization, data security, and automating manual workflows to improve the customer experience for employees.
• People intelligence: Produce the “monthly board pack. Translate raw data into insights (turnover cost, revenue per HC, diversity metrics, and overtime risk).
• Payroll oversight: Accountable for the accuracy and timeliness of payroll (zero-error mandate).
4. Governance and Executive Reporting
• Remuneration committee support: Prepare high-quality papers for the BOD or remuneration committee, justifying executive pay proposals with market data and performance evidence.
• Regulatory compliance: Ensure all compensation practices comply with local labour laws and financial services regulations.

SUCCESS MEASURES (THE SCORECARD)
Metric Category KPI Target/ Definition
Financial efficiency Comp-to-revenue ratio Maintain total staff cost within X% of revenue.
Operational excellence Payroll accuracy 100% zero erros in final pay runs.
Strategic impact High-performer retention X% retention of staff rated “above expectations” and “exceed expectations”
Digital adoption HRIS utilization X% of HR transactions (leave, claims, goals) completed via self-service.
Fairness Pay Equity Gap X% variance in pay for same job roles

QUALIFICATIONS and EXPERIENCE:
• Bachelor’s degree in Human Resources, Statistics, Economics, Business Administration or related fields; MBA or master is preferred.
• 12-15 years of experience, with at least 5 years in people manager role within financial services, insurance, banking, or asset management.
• Specialised experience:
o Proven track record of designing incentive plans and executive compensation.
o Experience managing significant HRIS implementations or upgrades.
o Exposure to BOD/ remuneration committee level reporting is mandatory.
• Experience working with regional or group-level stakeholders is preferred.

TECHNICAL/ FUNCTIONAL SKILLS:
• Compensation modelling
• Job evaluation
• Deferred compensation structure
• Tax implications
• Data visualization
• Regulatory knowledge

BEHAVIOURAL COMPETENCIES AND SKILLS:
• Commercial acumen
• Data storytelling (translating complex compensation data)
• Unshakable integrity
• Courageous challenger
• Systems thinking

Eastspring is an equal opportunity employer. We provide equality of opportunity of benefits for all who apply and who perform work for our organisation irrespective of sex, race, age, ethnic origin, educational, social and cultural background, marital status, pregnancy and maternity, religion or belief, disability or part-time / fixed-term work, or any other status protected by applicable law. We encourage the same standards from our recruitment and third-party suppliers taking into account the context of grade, job and location. We also allow for reasonable adjustments to support people with individual physical or mental health requirements.