Rewards and People Programs Partner, SEAA

Role Overview

CHANEL is seeking a high-impact partner for Southeast Asia, Australia and New Zealand (SEAA) who can combine rewards expertise with people analytics. The position sits at the crossroads of total rewards strategy and workforce data intelligence, helping shape competitive, fair and business-aligned people practices across the region.

The role will work closely with HR business partners, Finance and senior business leaders to ensure reward and people frameworks support business goals, strengthen talent attraction and retention, and improve decision-making through clear data and market insight.

Total Rewards Focus

• Develop reward solutions that help the organisation attract and keep strong talent in a varied and competitive regional market.
• Advance pay fairness and equity across SEAA by embedding a reward philosophy that supports inclusion and transparency.
• Estimate the financial impact of reward proposals and suggest options that fit market realities and business constraints.
• Partner with business leaders and the P&O community to ensure reward and people programs contribute to attraction, retention and motivation.
• Support annual planning cycles and P&O programs through robust analytics and insights.
• Take part in the North Asia and SEAA Rewards Community and help roll out global and regional reward policies and programs across SEAA markets.

People Program Leadership

• Own the full lifecycle of regional people programs, from design through implementation and governance, to create meaningful employee impact in support of SEAA LEAP Ambition 2030+.
• Balance regional consistency with local market relevance by identifying what should remain standard and what should adapt by market.
• Create a measurement framework that looks beyond attendance, tracking adoption, employee experience, business outcomes and return on investment for key initiatives.
• Use people data and analytics to assess effectiveness, identify gaps and recommend improvements and future investments based on evidence.
• Share external market intelligence and internal people trends regularly to support better decisions about workforce priorities.

Integrated Decision-Making

• Link rewards, organisational structure and people metrics to support a single, holistic view for decision-making.
• Quantify the cost effects of organisational changes and reward actions.
• Prepare findings, business cases and recommendations for senior leadership.

What You Bring

• Deep knowledge of compensation design and market benchmarking, along with practical experience in job evaluation methods.
• Experience running annual compensation review cycles, including merit, bonus and equity processes across multiple markets.
• Strong understanding of SEAA compensation regulations, market conditions and statutory requirements.
• Demonstrated ability to build and expand people analytics capabilities, including dashboards, reporting structures and governance standards.
• Advanced skills in data analysis, visualisation tools and HRIS platforms; experience with predictive analytics or modelling is a plus.
• Familiarity with AI applications, including the creation of agentic AI tools for productivity and simplification across functions.
• Good business judgement and an understanding of how workforce decisions affect cost and organisational effectiveness.
• Ability to translate technical analysis for non-technical audiences, win stakeholder support and communicate insights clearly.
• An innovative approach with willingness to test new ideas and challenge established ways of working.

What Chanel Offers

• A people-first culture where individuality is valued and employees are supported to become their best selves.
• A dynamic, creative and inclusive workplace with the chance to influence people and culture.
• Exposure to a heritage brand with more than 100 years of history and many opportunities to learn and grow.
• Experience working in a matrix environment while delivering complex and demanding goals that support development and personal growth.
• The opportunity to contribute to meaningful initiatives that celebrate individuality and empower employees.

Impact Measures

• Improved rewards competitiveness through benchmarking and a reward structure validated against market and regional standards.
• Pay equity audits completed, with remediation plans identified and put into action.
• A live analytics dashboard actively used by HRBPs and the business community.
• At least 2 to 3 strategic P&O or business decisions each year influenced directly by people analytics insights.
• Workforce planning and metrics strengthened.

Inclusive Culture

CHANEL is committed to building an inclusive environment that supports personal growth and collective progress. The company values the uniqueness of every individual and believes that diversity, complementarity and varied perspectives make teams more effective. Candidates from all backgrounds are encouraged to apply.