Regional Compensation & Benefit Partner

The C&B Partner is a key member of the regional TotalRewards CoE, reporting to the Head of C&B, Asia. This role partners closelywith Country HR and business leaders across the APAC region to drive thedesign, governance, and optimization of compensation and benefits strategiesaligned with business objectives and pharmaceutical industry benchmarks.

• Act as a strategic advisor to Country HR andbusiness leaders on compensation and benefits matters, influencingdecision-making across multiple markets
• Leverage on data-driven insights to influencereward decisions, ensure internal equity, and enhance the organization’sability to attract and retain top talent.
• Partner with stakeholders to align total rewardsstrategies with business priorities, workforce plans, and market dynamics
• Provide expert guidance on complex compensationcases (offers, promotions, retention, off-cycle adjustments) balancingcompetitiveness and internal equity
• Drive consistency in reward practices whileallowing for local market differentiation where required
• Lead regional compensation benchmarking andprovide insights on market positioning and pay competitiveness
• Oversee and enhance salary structures, jobarchitecture, and pay frameworks across markets
• Play a key role in annual compensation cycles,providing analysis, recommendations, and governance
• Contribute to the design and optimization ofshort-term and long-term incentive frameworks, including sales incentive planswhere relevant
• Partner with Country HR to evaluate and enhancebenefits offerings, ensuring alignment with employee needs, market practices,and cost considerations
• Provide recommendations on benefits strategy tostrengthen the employee value proposition (EVP) across markets
• Drive the development and implementation ofregional C&B policies and frameworks, ensuring alignment with globalstandards
• Provide guidance on pay governance, riskmanagement, and compliance across jurisdictions
• Ensure consistency and transparency incompensation practices while maintaining flexibility for local requirements
• Leverage internal and external data to generateactionable insights on compensation trends, pay gaps, and workforce risks
• Support business and HR leaders with scenariomodelling, forecasting, and budgeting for compensation investments
• Translate complex data into clearrecommendations to support strategic decision-making
• Lead or contribute to regional and globalinitiatives such as:

o  Incentive plan design and harmonization

o  M&A due diligence and integration

o  Job architecture and grading frameworks