Total Rewards and People Planning Lead

About Atome Financial

Based in Singapore, Atome Financial is developing a cutting-edge, technology-driven financial services platform designed to accompany customers throughout their lifetime. As part of the Advance Intelligence Group, a Series D fintech unicorn recognized among LinkedIn’s Top 10 Singapore Startups in 2023, Atome has over 1,400 employees worldwide operating across five ASEAN countries: Singapore, Malaysia, Indonesia, Philippines, and Thailand.

Our key offerings include:

• Atome BNPL – a leading buy now pay later service in ASEAN allied with thousands of retail brands.
• Atome Card – a pay later card usable anywhere.
• Kredit Pintar – a top digital lending app in Indonesia, regulated by the Financial Services Authority (OJK).

We are committed to core values that shape our culture:

• Fostering innovation
• Delivering results with efficiency and excellence
• Prioritizing quality in our work
• Upholding integrity at all times
• Promoting collaboration across teams and borders

Role Overview

We seek an experienced HR professional with strong expertise in Total Rewards, workforce analytics, and people planning to join our HR leadership team in Singapore. Reporting to the Head of HR, you will spearhead strategic initiatives related to Total Rewards, annual people planning, workforce cost transparency, and performance-linked reward systems. Collaboration will be key as you interact closely with HR Business Partners, Finance, Talent Acquisition, People Operations, People Tech, Talent Development, and senior management to align people investments with organizational goals.

This senior individual contributor role offers significant exposure to high-level stakeholders. You will enhance established systems and processes rather than building from zero, working alongside mature teams for scalable, data-driven human resource planning and reward management.

Key Responsibilities

• Lead the annual people planning process, translating business strategies into comprehensive headcount, workforce costs, capability needs, and people investment plans.
• Collaborate continuously with Finance, HRBPs, and business leaders to manage resource allocation, monitor headcount budgets, analyze workforce costs, and evaluate organizational effectiveness.
• Develop and maintain dynamic workforce planning models including headcount, costs, hiring, vacancies, attrition, internal mobility, redeployment, and skill gap analytics.
• Monitor actual workforce data against plans, highlighting differences, risks, and opportunities to improve transparency across markets and functions.
• Design, benchmark, and refine the Total Rewards framework including salary structures, incentive plans, variable pay programs, and governance mechanisms.
• Oversee annual salary reviews and bonus distributions, ensuring decisions are fair, differentiated, equitable, competitive, and aligned with strategic priorities.
• Provide oversight on benefits offerings, balancing competitiveness, cost efficiency, employee value proposition, and contract renewals in partnership with People Operations.
• Fortify the link between business performance and rewards through evidence-based calibration and differentiated reward outcomes.
• Leverage artificial intelligence and advanced analytics for market benchmarking, scenario modeling, policy drafting, insight generation, and leadership reporting, ensuring strict confidentiality and ethical data use.

Candidate Requirements

• A minimum of 10 to 15 years of progressive experience in HR with a focus on Compensation & Benefits or Total Rewards.
• Direct ownership or significant involvement in annual workforce or people planning cycles.
• Strong collaboration experience with Finance and senior leadership on headcount planning and resource allocation.
• Exposure to regional or multi-country HR environments, preferably in Southeast Asia.
• Experience working within a mature HR structure supported by HRBPs, Talent Acquisition, People Operations, and People Tech.
• Proficient in producing executive-level analyses and leadership reports.

Skills and Characteristics

• Advanced analytical and financial modeling capabilities integrating spreadsheet mastery with responsible AI and analytics tools to construct workforce and compensation models.
• Deep knowledge of Total Rewards components including compensation frameworks, salary benchmarking, bonus plans, job grading, pay equity, benefits, and reward management governance.
• Ability to translate strategic business plans into actionable workforce and investment strategies with clear, leadership-ready insights.
• Fluency and comfort with AI tools (e.g., ChatGPT, Claude) for enhancing productivity, automating analysis, and drafting policies.
• Strong stakeholder engagement, communication, and structured thinking enabling influence over senior leaders, management of multiple projects, and simplifying complexity into clear narratives and decisions.
• Commercially savvy, data-driven, and pragmatic with an understanding of how people decisions drive business results.
• Proactive and self-motivated, thriving in a dynamic, fast-growing environment with multiple priorities.
• Effective collaborator working across multiple HR functions and business units.
• Experienced in improving and scaling existing mature processes rather than creating new systems from scratch.
• Exercises sound judgment, maintains confidentiality, and commands credibility as a trusted senior contributor.

Desirable Attributes

• Background in financial services, fintech, or fast-paced technology companies.
• Familiarity with job evaluation frameworks such as Mercer, Hay, or Korn Ferry.
• Knowledge of OKR or related goal-setting methodologies.
• Experience with HRIS, workforce analytics, compensation planning, or performance management platforms.
• Practical experience utilizing AI responsibly in HR analytics, rewards planning, policy design, scenario forecasting, and executive reporting.