Performance & Rewards Sr. Professional

The Performance & Rewards Sr. Professional is responsible for leading the Performance & Rewards unit and driving the design, implementation, and continuous improvement of AIA Korea's performance management, compensation, benefits, payroll, and mobility programs.

This role ensures that employees are fairly and competitively rewarded for their contributions while strengthening a high-performance culture aligned with AIA’s business strategy and Group policies.

Responsibilities:

1. Compensation

• Develop, implement, and enhance remuneration programs, including base salary, short-term incentives, long-term incentives (equity-based), and allowances.
• Lead the annual Total Compensation Review (TCR) process for executives and employees, in alignment with Group guidelines and local requirements.
• Review and enhance incentive schemes to support business objectives and reinforce a performance-oriented culture.
• Review market competitiveness and internal equity, and develop compensation recommendations for hires, promotions, and other employee movements.
• Manage and support the Remuneration Committee, including preparation of compensation proposals, governance materials, and regulatory reporting requirements.
• Provide compensation-related advice and recommendations to HR Business Partners and business leaders.

2. Payroll & Retirement Pension Management

• Oversee payroll processes, ensuring accuracy, timely execution, appropriate approvals, and compliance with applicable policies and regulations.
• Manage retirement pension programs and governance, including plan administration, employee communications, vendor management, and regulatory compliance.

3. Performance Management

• Plan and manage the annual performance management cycle, including goal setting, mid-year and year-end reviews, calibration, communications, appeal process, and Performance Improvement Plan governance.
• Ensure consistent implementation in line with Group guidelines, and develop practical tools and guidance for employees and managers.
• Coordinate performance rating calibration and support management discussions to promote consistency and appropriate performance differentiation.
• Identify and implement improvements to process effectiveness, employee and manager experience, and governance.

4. Employee Benefits and Total Rewards Advisory

• Manage and enhance employee benefit and welfare programs, including plan design, administration, employee communications, utilisation, and cost effectiveness.
• Provide subject matter expertise and analysis across compensation and benefits to support management decisions.
• Participate in Group Performance & Rewards initiatives and ensure appropriate local implementation.
• Manage payroll, benefits, survey, and consulting vendors to ensure effective service delivery.
• Strengthen governance, process controls, data quality, and documentation across rewards and benefits programs.

5. Job Evaluation

• Maintain job description guidelines and templates, and review job descriptions for clear accountabilities, requirements, and organisational impact.
• Partner with business leaders and HR Business Partners to maintain appropriate job descriptions across the organisation.
• Conduct job evaluations for new, changed, and key positions.
• Support consistent job architecture and grading by assessing positions based on established evaluation methodologies and governance requirements.

6. Labor Cost and HR Budget Management

• Lead the annual planning, forecasting, and ongoing management of company-wide labor cost, including analysis of actual expenditure against budget.
• Review and manage general expense budgets for the HR Division.
• Identify key cost drivers, variances, and financial risks, and provide analysis and recommendations for management reporting and business planning.
• Participate in CBA negotiations and support the negotiation process by providing accurate and relevant compensation, workforce, and cost data.

7. Global Mobility

• Manage international assignments, expatriate and inbound/outbound mobility programs, including compensation and benefits coordination, tax and immigration compliance, vendor management, and employee support.

Requirements:

• Minimum 10 years of relevant HR experience, including at least 5 years of hands-on experience in compensation, rewards, and performance management.
• Demonstrated experience managing compensation review, incentive programs, payroll governance, and performance management processes.
• Minimum 3 years of people or functional leadership experience.
• Experience in a multinational organisation and collaboration with regional or global stakeholders is preferred.
• Strong knowledge of compensation principles, incentive design, payroll processes, individual income tax, and related governance requirements.
• Strong analytical capability, with the ability to translate complex compensation and workforce data into practical recommendations.
• Strong stakeholder management, interpersonal communication, and advisory skills.
• Proven leadership and project management capability across multiple annual cycles and priorities.
• Proactive, detail-oriented, and accountable, with a strong focus on accuracy and execution.
• Ability to communicate effectively with Group stakeholders and prepare management-level materials in English.
• Advanced proficiency in Microsoft Excel and PowerPoint; experience with Workday or another HR information system is preferred.