Senior Manager, Performance & Reward
Senior Manager, Performance & Reward
paynet (payments network malaysia)Early Applicant
- Posted a month ago
- Be among the first 10 applicants
Job Description
WhyPayNet/ Why Now
TL;DR
Why This Role Matters
This role ensures:
What You Will Actually Do
Examples of This Role in Practice
What Will Help You Succeed
- National payments infrastructure with real economic and systemic impact
- Organisation entering a phase of greater scale, scrutiny, and performance expectations
- Leadership demanding stronger accountability, clearer reward logic, and better data to make guide
- People function expected to shape outcomes and influence direction, not just administer process
TL;DR
- Own and shapePayNet'sperformance and rewards agenda,endtoend
- Influence senior leadership decisions on outcomes and rewardtradeoffs
- Move the organisation from process compliance to performance differentiation
- Highvisibilityrole with exposure toSenior ManagementandBoardleveldiscussions
Why This Role Matters
- Own and shape PayNet's performance and rewards agenda, end-to-end
- Influence senior leadership decisions on performance outcomes and reward trade-offs
- Move the organisation from process compliance to a culture of meaningful accountability and reward clarity
- High-visibility role with direct exposure to Senior Management and Board-level discussions
This role ensures:
- Performance outcomes are fair, differentiated, andgovernancesound
- Reward decisions aredatadrivenand clearly explained
- Job levels are governed well across the organisation
- Leaders are supported to make confident, accountable rewards decisions
What You Will Actually Do
- Own the full performance management lifecycle - from goal-setting and mid-cycle reviews through to calibration, ratings, and reward payouts
- Design, evolve, and govern performance and rewards frameworks that are fit for purpose as the organisation grows in complexity
- Own the governance of job evaluation and job levelling - ensuring the job architecture remains sound as the organisation scales and evolves
- Translate performance and rewards data into clear, actionable insights that support leadership decision-making
- Facilitate performance calibration sessions with senior leaders, bringing structure and conviction to conversations where outcomes need to be challenged or reset
- Advise on pay positioning, compensation adjustments, and the talent implications of reward decisions
- Prepare and present materials for PGMC and Board oversight, ensuring governance standards are met without sacrificing clarity
Examples of This Role in Practice
- Leading a performance calibration discussion where ratings need to be challenged and reset
- Redesigning reward mechanics to address weak differentiationbetween performers and non-performers
- Running scenarios to demonstrate to Management the cost and impact of reward options
- Producing insights that test whether potential outcomes of performance and rewards changes reflectPayNet'spriorities
- Unblocking stalled performance decisions with clarity and judgment
- Reviewing and adjudicating job evaluation submissions where levelling outcomes are contested or inconsistent across functions
What Will Help You Succeed
- Experience owning rewards and performance workendtoend
- Confidence influencing senior stakeholders using data and logic
- Familiarity with job evaluation methodologies and the judgment to apply them consistently in a complex organisational context
- Ability to balance fairness, governance, and business realities
- Comfortable operatingwhere there is no perfect answer
- Experience operating in a complex or regulated environments
- Exposure toPGMC/Boardlevelmaterials
- Strong analytical thinking paired with pragmatism
More Info
Key Skills
Job evaluation methodologies
Governance standards
Performance management lifecycle
Performance calibration
About Company
Skills:
Cloud solutions, Digital Transformation, Private Banking, Tech fluency, Analytical problem-solving, Platform implementation, Digital platforms, Project management, Data-enabled transformation, operating model design, Wealth Management, Waterfall and Agile delivery, Human-centered design thinking, Process improvement, Stakeholder Management, Executive communication, Client experience improvement, AI-enabled solutions, Automation initiatives
Skills:
Facilitation and influencing skills, Workforce planning and analytics capability, Business Acumen, Ability to translate workforce data into actionable insights, Stakeholder Management, Analytical thinking and problem-solving skills