TNG Digital Hiring! Full Time Senior Manager, Rewards - Performance in Federal Territory - Ricebowl

At TNG Digital, part of TNG Digital Group, we build the tech behind TNG eWallet, one of Malaysia’s most used apps for payments and everyday life.

Millions of people rely on us daily, not just to pay, but to manage money, access financial services, and get things done faster and simpler.

Behind it all is a team that likes to question how things are done, move quickly, and try new ideas. If you enjoy solving real problems and seeing your work used at scale, you will feel right at home here.

This role is responsible for:

We are seeking a strong and hands-on Senior Manager, Total Rewards to support the development, implementation, and governance of the organisation's total rewards agenda across compensation, benefits, incentives, recognition, job architecture, performance management, and rewards processes. This role is responsible for translating the organisation's rewards philosophy, performance management principles, and approved frameworks into practical policies, guidelines, analysis, and recommendations that support talent attraction, retention, performance differentiation, internal equity, and financial sustainability.

The Senior Manager, Total Rewards will act as a key subject matter resource and trusted partner to HR and business stakeholders, ensuring reward proposals and decisions are supported by market data, internal equity review, affordability assessment, governance discipline, and clear documentation.

Key Results Area

• Support the development, implementation, and periodic review of the organisation's total rewards frameworks, ensuring alignment with business priorities, talent strategy, performance culture, and financial sustainability.
• Maintain and operationalise approved total rewards policies, standards, frameworks, and governance principles across compensation, benefits, incentives, and recognition.
• Apply disciplined rewards governance by ensuring proposals are appropriately reviewed, exceptions are documented and escalated, and recommendations are aligned with approved policies and remuneration principles.
• Develop and review compensation-related tools and recommendations, including salary ranges, job grades, pay positioning, pay mix, merit guidelines, promotion increments, variable pay, and long-term incentive inputs, supported by market benchmarking and remuneration analysis.
• Conduct and support job evaluation, job sizing, and job architecture work to ensure roles are graded consistently and fairly across business units, functions, and entities.
• Support the annual rewards cycle by preparing frameworks, guidelines, budget analysis, calibration materials, and approval documentation, working closely with People Strategists and People Operations to ensure accurate and timely execution.
• Support the performance management cycle by contributing to the development of performance guidelines, calibration principles, rating distribution analysis, performance-linked rewards recommendations, and governance materials to ensure performance outcomes are applied fairly and consistently.
• Provide rewards advisory and analytical support to People Strategists and business leaders on hiring offers, salary proposals, promotion cases, retention risks, off-cycle adjustments, and other reward-related matters, ensuring proposals are supported by sound rationale, affordability assessment, and internal equity review.
• Support the review and governance of employee benefits and wellbeing programs, partnering with People Operations and external partners to ensure smooth administration, clear employee communication, cost-effectiveness, employee value, and compliance with applicable requirements.
• Prepare rewards analysis, insights, papers, and recommendations for senior management review, including materials relating to senior management compensation, incentive pool, LTI, and material reward matters where required.
• Monitor total rewards metrics, including market positioning, compa-ratio, pay equity, budget utilisation, promotion rate, incentive distribution, benefits utilisation, exception rate, and reward effectiveness.
• Partner with relevant teams on rewards cost modelling, budget utilisation, incentive funding, and workforce cost implications to support affordable and financially sustainable rewards decisions.
• Keep abreast of market trends, regulatory developments, pay transparency expectations, incentive governance practices, and emerging total rewards practices, and highlight relevant implications for review.
• Guide and support team members or junior resources where applicable, building technical capability, analytical discipline, execution ownership, and governance mindset within the Total Rewards function.

Knowledge, Skills and Abilities

• Strong strategic and technical understanding of total rewards, covering compensation, benefits, incentives, recognition, job architecture, pay governance, and rewards communication.
• Strong knowledge of compensation design, salary structures, job evaluation, market benchmarking, pay positioning, incentive design, and annual rewards cycle management.
• Strong analytical capability with the ability to interpret market data, workforce cost, pay equity, reward trends, and financial implications, and translate them into practical recommendations.
• Strong understanding of performance management principles, calibration, rating distribution, performance differentiation, and the linkage between performance outcomes and rewards decisions.
• Strong business and financial acumen, with the ability to balance talent competitiveness, affordability, governance, and business priorities.
• Strong stakeholder management and influencing skills, with the ability to advise HR and business stakeholders and constructively challenge reward proposals where needed.
• Strong understanding of employment laws, statutory requirements, tax considerations, governance requirements, and regulatory expectations relating to compensation and benefits.
• Strong governance mindset, with the ability to maintain decision discipline, documentation standards, approval controls, confidentiality, and auditability.
• Excellent communication skills, with the ability to explain complex rewards matters in a clear, practical, and business-friendly manner.
• High level of integrity, discretion, and confidentiality in handling sensitive compensation, performance, and employee information.
• Strong project management skills, with the ability to drive annual cycles, framework reviews, policy development, vendor negotiations, and cross-functional implementation.
• Ability to work effectively with People Strategists, Finance, Legal, Risk, Compliance, Internal Audit, senior management, business leaders, and external consultants.
• Proficiency in HRIS, compensation management tools, Excel, data analytics, remuneration survey platforms, and rewards reporting.
• AI literacy and digital fluency, with the ability to leverage AI-enabled tools, HR technology, and data analytics responsibly to improve rewards analysis, reporting efficiency, insight generation, governance discipline, and decision support.

Role Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Accounting, or a related field. A postgraduate qualification is an added advantage.
• Minimum 10 to 12 years of relevant experience in Total Rewards, Compensation & Benefits, HR strategy, or related HR specialist roles, with solid exposure to rewards governance, annual rewards cycles, and stakeholder advisory.
• Hands-on experience in compensation analysis, salary structure review, job evaluation, market benchmarking, benefits review, annual rewards cycle support, and incentive program administration or review.
• Hands-on experience supporting performance management cycles, including performance calibration, rating distribution review, performance differentiation, and the linkage of performance outcomes to rewards decisions.
• Experience supporting senior stakeholders on compensation, benefits, promotion, retention, executive compensation, LTI, or material reward matters through analysis, recommendations, and documentation.
• Experience working with Finance, People Strategists, business leaders, and external consultants on reward design, workforce cost, and governance matters.
• Experience in a fast-growing, regulated, technology, financial services, fintech, or multi-entity organisation is preferred.
• Experience preparing rewards analysis, business cases, management papers, or senior stakeholder materials is an added advantage.
• Experience leveraging AI-enabled tools, HR technology, or data analytics to improve rewards analysis, reporting efficiency, insight generation, governance discipline, and decision support is an added advantage.
• Professional certification in compensation, benefits, rewards, HR, finance, or related areas is an added advantage.

What You Get

Work your way

• Flexible working hours

Your wellbeing matters

• Medical coverage, with option to include dependents
• Extra leave for family and caregiving needs

Rewards that grow with you

• Monthly lifestyle allowance via TNG eWallet
• Long-term rewards for your contributions

Everyday support

• Mobile and broadband reimbursement
• Discounts and wellness perks

What it’s like to work here

We care about people who take ownership, speak up, and want to make things better. Titles matter less than impact. Good ideas can come from anyone.

You will be working with people who are curious, practical, and not afraid to challenge each other in a good way.

Note: Only shortlisted candidates will be contacted.