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Open nowPosted 9 days ago

Senior Manager, Talent Management & Total Rewards - Asia

MyCareersFuture94,028 open roles

Pay
SGD 16,000 – SGD 20,000 a Monthly
Where
Central, Singapore
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Your applicationOpen nowSenior Manager, Talent Management & Total Rewards - AsiaMyCareersFuture · Central, Singapore

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Share of postings closed within
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  2. 3.3%3 days
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  4. 14.0%14 days
  5. 33.7%30 days
This job: posted 9 days ago

The posting

Position Summary

The Senior Manager, Talent Management & Total Rewards - Asia is responsible for leading the regional execution of talent management, leadership development, succession planning, performance management, organizational effectiveness, and total rewards initiatives across Asia. This role serves as acritical bridge between global strategy and regional execution, helping to transform legacy country-specific practices into integrated, scalable, and job-based people processes.

Partnering closely with HR leaders, business executives, and global Centers of Excellence, this role will drive consistency in talent and rewards programs while ensuring alignment with local market requirements, cultural considerations, and regulatory obligations. The position plays a key role in supporting DIC Group's transformation toward a more globally integrated organization through harmonized job architecture, talent practices, leadership capabilities, and reward frameworks.

Key Responsibilities

1) Talent Management & Organizational Effectiveness

Lead Regional Talent Strategy Execution

· Drive implementation of global talent management programs across Asia, including performance management, succession planning, talent reviews, and leadership development.

· Support the establishment of a consistent talent philosophy aligned to DIC Vision 2030 and a globally integrated workforce model.

· Partner with business leaders to identify critical talent, succession risks, and development priorities.

· Facilitate regional talent reviews and calibration processes to ensure consistency and transparency.

· Partner with HR Business Partners to develop succession pipelines and readiness plans for key leadership and technical roles.

Leadership Development & Capability Building

· Translate global leadership development strategies into impactful regional solutions.

· Support implementation of leadership programs, coaching initiatives, and development planning processes.

· Assess organizational capabilities and identify opportunities to strengthen leadership bench strength and workforce readiness.

· Facilitate change management and capability-building initiatives associated with organizational transformation.

Organizational Design & Workforce Planning

· Support organizational effectiveness and workforce planning discussions across the region.

· Partner with business leaders to evaluate organizational structures, role clarity, and capability requirements.

· Leverage workforce analytics and talent insights to support strategic business decisions.

2) Total Rewards & Job Architecture

Support Regional Rewards Transformation

· Support the design and execution of a total rewards strategy that advances DIC's evolution from traditional country-centric programs to globally aligned, job-based reward structures.

· Contribute to the harmonization and governance of compensation, benefits, mobility, and recognition programs across Asia.

· Support implementation of job architecture, job leveling, and career framework initiatives to create greater transparency and consistency across the region.

· Provide input into the alignment of roles, grades, and career paths across business units and countries.

Compensation & Benefits Management

· Manage regional compensation and benefits programs, including annual salary planning, incentive administration, market benchmarking, and pay equity assessments.

· Ensure programs remain competitive, cost-effective, and aligned with organizational objectives.

· Analyze market trends and recommend adjustments to support attraction, retention, and employee engagement strategies.

· Partner with global rewards teams to implement standardized frameworks while preserving necessary local flexibility.

Governance, Analytics & Compliance

· Support reward governance processes and maintain compliance with local labor, tax, and compensation regulations.

· Develop analytics and reporting to provide insights into workforce economics, talent competitiveness, internal equity, and reward effectiveness.

· Monitor implementation effectiveness and recommend continuous improvements to talent and reward practices.

· Partner with HR Operations and HRIS teams to support scalable processes and data-driven decision making.

3) Change Leadership & Stakeholder Management

· Act as a key change agent supporting the transition toward globally integrated talent and rewards programs.

· Partner with regional and global stakeholders to drive adoption of new talent, leadership, and reward frameworks.

· Communicate complex organizational, talent, and rewards concepts effectively to business leaders and employees.

· Build strong relationships with country HR teams to balance global consistency with local business needs.

· Support enterprise transformation initiatives by aligning talent, leadership, organizational capability, and reward strategies.

Qualifications

Required

· Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.

· 8-12+ years of progressive HR experience with significant exposure to both Talent Management and Total Rewards.

· Experience supporting multiple countries across Asia.

· Demonstrated knowledge of succession planning, talent reviews, leadership development, performance management, job architecture, compensation, and benefits.

· Experience leading change management initiatives within complex global organizations.

· Strong analytical skills with the ability to leverage workforce and rewards data to influence business decisions.

· Excellent stakeholder management and executive communication skills.

· Fluent Japanese language proficiency (spoken and written) is essential for this role as the incumbent will work closely with headquarters in Japan. The incumbent will be required to participate in discussions, understand business processes and policies, review documentation, and collaborate effectively with Japanese-speaking stakeholders to support business operations.

Preferred

· Experience within multinational organizations undergoing business transformation.

· Experience implementing job-based frameworks, job architecture, or global grading structures.

· Knowledge of compensation benchmarking, pay equity analysis, and rewards governance.

· Advanced degree or professional certifications in HR, Compensation, Organizational Development, or Talent Management.

Success Profile

This leader will be successful by:

· Building stronger leadership and succession pipelines across Asia.

· Increasing consistency and effectiveness of talent management processes.

· Supporting implementation of a globally aligned job architecture and rewards framework.

· Driving adoption of standardized performance, development, and career practices.

· Enhancing workforce analytics and talent insights for business leaders.

· Balancing global consistency with local market realities while supporting DIC's transformation agenda.

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