Rewards and People Programs Manager, SEAA

Role overview

This position is a newly established, high-impact role for the Southeast Asia and Australia & New Zealand region. It combines total rewards strategy with people data intelligence, supporting Chanel’s ambition to build a fair, competitive, and business-aligned approach to rewarding employees while strengthening decision-making through analytics.

The role partners closely with HR business partners, Finance, and senior business leaders to shape reward frameworks and people programs that help attract, retain, and motivate talent. It also contributes to Chanel’s broader people and organisation agenda by turning data into actionable insight for the region.

Total rewards focus

• Create reward solutions that help the organisation compete for and retain strong talent across diverse regional markets.
• Advance pay fairness and consistency by embedding an inclusive and transparent reward philosophy.
• Assess the financial impact of reward proposals and recommend options that fit business and market conditions.
• Work with business leaders and the P&O community to ensure reward and people programs support attraction, retention, and motivation goals.
• Contribute analytics and insight to annual planning and broader P&O programs.
• Take part in North Asia and SEAA rewards forums and help roll out global and regional reward policies and programs across SEAA markets.

People programs and analytics

• Own the full design, implementation, and governance of regional people programs that support the SEAA LEAP Ambition 2030+.
• Balance regional consistency with local relevance so programs remain effective across different markets.
• Build a measurement framework that tracks adoption, employee sentiment, business impact, and return on investment, not just participation.
• Use people data to identify what is effective, where improvements are needed, and what should be invested in next.
• Share external market intelligence and internal people trends to inform decision-making.

Integrated decision support

• Link data from rewards, organisational structure, and people metrics to support end-to-end decisions.
• Estimate the cost implications of organisational changes and reward actions.
• Prepare insights, recommendations, and business cases for senior leadership.

What this role suits

• Someone who enjoys solving complex, ambiguous problems using data.
• A professional who can influence through analysis and help stakeholders make confident decisions.
• Someone who can connect reward design, workforce structure, and analytics into one coherent view.
• A collaborator who works well across functions and contributes to dynamic teams.
• A person who actively builds data literacy and follows evolving HR and analytics trends, including innovative ways to use AI.

Experience and capability expected

• Solid expertise in compensation design and market benchmarking, with practical experience using job evaluation methods.
• Experience running annual compensation review cycles, including merit, bonus, and equity processes across multiple markets.
• Strong understanding of SEAA compensation rules, market dynamics, and statutory requirements.
• Proven ability to create and scale people analytics capabilities, including dashboards, reporting models, and governance standards.
• Advanced ability with data analysis and visualisation tools, as well as HRIS systems; exposure to predictive analytics or modelling is an added advantage.
• Comfort with AI use cases and the ability to build agentic AI solutions that improve productivity and simplify work across functions.
• Good commercial judgment and an understanding of how people decisions affect cost and organisational effectiveness.
• Ability to translate technical analysis into clear stories that non-technical stakeholders can understand and support.
• Innovative thinking, with the confidence to test new approaches.

What Chanel offers

• A people-first environment where individual identity and values are respected.
• A creative, inclusive, and energetic workplace with opportunities to make a meaningful impact on people and culture.
• Learning and growth opportunities within a company with more than 100 years of heritage.
• Experience working in a matrixed organisation with challenging yet achievable goals that support personal development.
• Opportunities to contribute to initiatives that celebrate individuality and empower employees.

Impact measures

• Reward competitiveness: benchmarking and reward structure confirmed against market and regional standards.
• Pay equity: audit completed and remediation plan clearly defined and actioned.
• Analytics capability: dashboard launched and actively used by HRBPs and the business community.
• Data-driven decisions: at least 2 to 3 strategic P&O or business decisions per year shaped directly by people analytics insights.
• Workforce planning and metrics.

Inclusion statement

Chanel encourages applications from people with different backgrounds and experiences. The company values individuality and believes that diverse perspectives strengthen team performance and collective progress.