Senior Total Rewards Manager

The Opportunity

Total Rewards at Xendit is moving from functional to sophisticated. This role owns the full Total Rewards mandate: compensation design, benefits architecture, equity programme management, reward cycles, and trusted advisory to the executive team — across a multi-market SEA footprint with real regulatory and cultural variation.

You'll be the senior analytical and design capability in the function, working directly with the Head of People and regularly influencing executive-level decisions. You'll design, build, launch and run programmes — with the change management to make them stick. Not advise. Not support. Own.

This is an IC role with genuine functional scope. It's IC by design, not by budget. Today this capability sits with the Head of People; this hire takes it over and raises the bar. What the function needs first is a hands-on builder — not a manager of builders. As the function matures there's a natural path to leading the broader rewards and People Operations scope, but the mandate now is depth, speed, and personally-owned delivery. If you want to build something substantive in a company that's serious about getting Total Rewards right, read on.

What You'll Own

• Compensation architecture; Own the compensation benchmarking methodology and data infrastructure across SEA markets. Assess the current state, identify gaps, and — where the business is ready — design and implement compensation structures that are market-aligned and scalable. When a compensation question surfaces at executive level, you're the one with the answer.
• Reward cycles; Lead merit, bonus, and equity refresh cycles end-to-end — programme design, financial modelling, stakeholder alignment, manager tooling, and execution across markets. You manage the cycle, not just the admin.
• Benefits; Review, redesign, and optimise benefit programmes across Malaysia, Indonesia, Philippines, Singapore, and other active markets. Balance market competitiveness, cost efficiency, and local regulatory requirements — simultaneously.
• Equity programme; Own the equity programme end-to-end. Today that means a Carta-administered ESOP: grant management, vesting schedules, exercise administration, and employee education. You'll improve how the programme operates day-to-day — including the efficiency of how employees exercise options — and be the lead for any future liquidity events (e.g. secondaries, cash liquidation). As the programme structure evolves — whether ESOP, RSUs, stock options, or other structures — you adapt and own the transition.
• People data and compensation modelling; Xendit runs a sophisticated, highly customised compensation computation infrastructure through BambooHR — feeding global people data into cash flow modelling, team ROI analysis, salary caps, and performance and compensation normalisation processes. This role takes full ownership of that infrastructure from day one: understand how it's built, how it flows, and where it can be improved. Over time, you'll drive the overhaul — more scalable mechanisms, higher accuracy, faster delivery — so that the analytical output is trusted at every level and the business partnership is sharper. You're in the weeds on the calculations and in the room on the decisions.
• Executive partnership and advisory; Build trusted, advisory relationships with the executive team and business leaders on all compensation matters. Translate data and analysis into clear, confident recommendations that equip leaders to make well-informed decisions. You own the inputs and the advisory relationship — compensation decisions remain with the executive team.
• Manager and leadership enablement; Equip managers to be confident and effective in managing compensation for their teams — through training, tooling, and ongoing partnership. Reduce reliance on the central team for every compensation decision by building the infrastructure and knowledge that enables good judgement at the manager level.
• Programme design and continuous improvement; Xendit's Total Rewards infrastructure is functional and will grow. Your job is to understand what exists, what's missing, and what could work better — then propose and build it. Initiatives might include how total rewards packages are communicated to new hires and existing staff, whether and how compensation banding is implemented, or how manager enablement tools are structured. You identify the opportunity, make the case, and own the delivery.
• AI-assisted operations; Apply and build AI-assisted workflows into Total Rewards processes. This is expected practice here, not a future-state aspiration. You should already be doing this.

What You Bring

Minimum qualifications

• 8–12 years in Total Rewards, with clear evidence of personally designing and launching compensation programmes — not supporting someone else's. You've owned a cycle, not just assisted with one.
• Category fluency. Compensation in high-growth fintech and payments works differently from SaaS, retail, or corporate environments — regulated entities, licence-driven structures, venture-backed equity norms. Strong preference for candidates who have operated in this category at scaling phase and understand it natively.
• Advanced data and analytical skills. Builds compensation models from scratch. Interprets statistical outputs. Owns the numbers without a data team behind you. Advanced Excel or Google Sheets is baseline.
• Systems and data infrastructure literacy. Comfortable working within and improving a customised HRIS environment — not just a user. Understands how data flows, where dependencies sit, and how to improve the scalability and accuracy of underlying processes.
• Equity programme experience. Has worked hands-on with equity programmes in a tech or fintech context — grant management, vesting mechanics, exercise administration, employee communications. Comfortable across structures (ESOP, RSUs, stock options). Not just awareness of how equity works.
• Multi-market experience. Has designed and run rewards across multiple markets with real regulatory variation. SEA experience strongly preferred — the nuance here is learnable, but we value hitting the ground running. Broader global scope is an asset, not a substitute for market-level depth
• Executive advisory capability. Able to build trusted working relationships with C-suite and senior business leaders — translates data and analysis into recommendations that are clear, credible, and decision-ready. Understands the difference between advising and deciding, and is effective at both ends of that relationship.
• AI-oriented. Currently using AI tools in your day-to-day workflow — for modelling, analysis, communications, or programme design — and actively building more capability. You're ahead of the curve, not catching up.
• Commercial and intellectually rigorous. You translate between business strategy and compensation design — and back again — without losing precision in either direction.

Preferred qualifications

• Experience designing Total Rewards programmes through a company transformation — e.g. headcount reset, post-M&A, or significant model change
• Exposure to equity incentive structures beyond ESOP: RSUs, stock options, LTIPs, and other Silicon Valley-standard long-term incentive programmes
• Prior experience building TR in a multi-licence regulated fintech environment

Why This Role, Why Now

• The People function at Xendit is investing in higher efficiency, higher quality, and AI-augmented capability. This hire is a key part of that. You'll be working with a Head of People who sits on the executive team, reports directly to the CEO, and is serious about raising the bar on everything Total Rewards does.
• This role starts as IC — the right person will build trust and credibility from day one, with a natural path toward broader ownership of the People Operations function over time.
• If you want to build something real in a company that's at a genuine inflection point, this is the role.

Xendit is an equal opportunity employer. We welcome applications from candidates across all backgrounds.