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Manager role to shape Prudential’s reward strategies and performance management.
Lead compensation, benefits, and HR analytics for a leading financial services company.
Prudential’s purpose is to be partners for every life and protectors for every future. Our purpose encourages everything we do by creating a culture in which diversity is celebrated and inclusion assured, for our people, customers, and partners. We provide a platform for our people to do their best work and make an impact to the business, and we support our people’s career ambitions. We pledge to make Prudential a place where you can Connect, Grow, and Succeed. The role will play a pivotal role in supporting the development, implementation, and continuous enhancement of the organisation’s reward strategies and performance management framework. This role serves as a key change agent in shaping fair, competitive, and performance-driven compensation and benefit programs aligned with corporate goals and HR best practices.
Total Remuneration Management
- Collate data, prepare and submit for remuneration survey participation.
- Extract market report and analyze data for recommendation / implementation.
- Draft recommendation for management approval.
- Co‑own new initiatives / implementation of newly introduced policies and remuneration and benefit items.
- Conduct job evaluations and market surveys to ensure internal equity and external competitiveness.
Reward and Performance Management
- - Staff promotion and salary adjustment: Provide advice on appropriate market price, job grade and compensation package for promotion and salary adjustment.
- - Annual salary increments and bonus: Gather final performance assessment input from line managers on time for processing Assist in finalizing according to Annual Incentive Bonus (AIB) plan and execute for payout
Benefits Management
- Local Scheme Coordinator (LSC) of staff share scheme.
- New vendor matters.
- Benefits changes and communication.
- Change management.
- System enhancement.
Performance Management Execution
- Draft and send out employee communication for KPI planning, mid-term review and year-end review.
- Follow up submission of performance result, analyze or prepare reports for management action.
- Participate in any improvement to the process and system related to performance management.
- Conduct training, briefing and roadshow to create awareness on performance management and system enhancements.
- Liaise with other departments in HR for staff performance improvement initiatives.
Policy & SOP Management and HR Projects & Strategic Initiatives
- Prepare draft update for related SOP/manual
- Periodic maintenance of the Employee Handbook and an initiative to revisit the relevance of benefits offered.
- Perform periodic reconciliation on reward transactions and ensure system, data accuracy, and conformity to policies and related laws.
- Provide HR initiative/project support as and when required, such as the strategic workforce planning (SWP) initiative, analytics and insights on medical costs, and support the superior in designing a sustainable approach to the medical cost containment initiative.
Key Requirements
At least 6 years of working experience, with minimum 4 years in Compensation & Benefits and Performance Management Prior experience in multinational or matrix organisations is an advantage Proven experience in managing annual performance cycles, salary reviews, and incentive frameworks, with strong understanding of market benchmarking and job evaluation methodologies. Demonstrated experience in data analysis, cost modelling, and translating workforce data into actionable insights to support business decisions. Prior exposure to financial services or regulated environments and collaboration with Finance, HRBPs, and senior stakeholders would be an added advantage.
Technical skills
Proficient in Microsoft Excel and PowerPoint Familiarity with HRIS, compensation tools (e.g., Aon, WTW) Exposure to data visualization tools like Power BI or Tableau (added advantage)
Key Competencies
Strategic thinking: Ability to link rewards programs to business outcomes Analytical Rigor: Expertise in interpreting compensation surveys and data analytics Good problem-solving skills: Evaluate logical connections between data and reports Ability to execute independently with a strong attention to details Can do attitude with a growth mindset.
Prudential 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.