Emerging Asia HR C&B Cluster Lead( Vietnam/Pakistan, Malaysia/Indonesia/Singapore)
Vietnam/Pakistan, United States
5d ago


The primary purpose of the Emerging Markets Asia Compensation & Benefits (C&B) Cluster Leads is to partner with members of the Regional Global Compensation Centre Of Expertise (COE) to design, plan and implement the organization’s C&B programs at the cluster and country levels to support the business and organizational strategy.

This can only be accomplished with a strong understanding of C&B principles, the business and organization needs and the talent strategy, thereby playing a critical role in attracting, retaining and motivating talent in the company.

In addition, the incumbents need to work collaboratively and effectively with various stakeholders in the country leadership and with regional Global Compensation leaders from various levels.

The incumbents also need to partner proactively with the Regional Global Compensation COE Team when designing C&B programs, to ensure there is strong alignment with the C&B philosophy and principles.

Thus, strong leadership, technical mastery, thinking skills, influencing and communication skills are a must.

The incumbents also ensure that all C&B policies that are developed within the cluster are aligned and consistent with Pfizer’s Global Compensation and Benefits philosophy and strategy.

The incumbent will be the Player Coach to 2 to 3 C&B managers each, located in several markets in the geography and who report directly to the EM Asia Cluster Leads.

Though the C&B managers do not report directly to the incumbents, the incumbents are expected to lead, coach, develop, inspire and direct the work of the team, especially in a virtual setting.

In addition, since they are accountable for the C&B work in some markets which do not have an C&B resources on the ground, they need systematically connect and communicate with local market stakeholders, e.

g. Country HR teams, business leaders, etc. to make sure that they understand the local business needs, culture, and expectations of leaders and colleagues with regard to C&B.


Incumbent can be based anywhere in Vietnam / Pakistan, Malaysia / Indonesia / Singapore but not outside.

Stakeholder & key relationships :

  • Internal The incumbent will be required to effectively collaborate with business leaders, especially Country Managers, Site Leaders and their leadership teams, Cluster and Country HR and / or Site HR Leads, Division HR Leads, Regional & Global C&B COEs, HR Global and Regional Operating Teams, Operations, Legal and Finance
  • External Local, regional and global C&B vendors and consultants; employment and industrial law governance bodies as stipulated within the relevant site / country; HR consulting firms.

  • Participate in the planning and design and lead the implementation of compensation structures and programs, short-term incentive plans, benefit and wellness programs across all the markets in Emerging Asia, to attract, retain, motivate and reward colleagues, while ensuring internal equity, external competitiveness and governmental compliance in support of Pfizer’s global total rewards strategy.
  • Where design is needed, it is always done in partnership and proactively with the Regional Global Compensation COE team.

  • Understand and anticipate market and environmental changes in order to proactively plan and support the changing organizational strategies as a result of this.
  • In order to do this, the incumbent must build strong and close relationships with the local market HR and business stakeholders.

  • Serve as internal consultant to senior leaders and managers in the areas of C&B; functioning as a strategic partner in achieving business objectives and enhancing overall company performance.
  • Ensure that all governance processes and approvals procedures are adhered to for any new or amended C&B programs.
  • Identify any shifting or emerging market trends that might signal a need to review existing programs or practices across the countries within the cluster
  • Ensure that the execution and implementation of C&B processes in each country are consistent with Pfizer’s compensation and benefits philosophy and strategy
  • In partnership with the Talent Acquisition teams of various markets, design the offer guidelines and starting salary and benefits guidelines and review special salary offers in accordance with company offer guidelines.
  • Lead the C&B related work stream of special projects at a market level, as required e.g. M&A, organization re-structuring, legal entitiy creation, etc.
  • Maintain a working knowledge of legislation that may affect compensation, benefits and payroll policies / practices. Oversee compliance with legal requirements locally.

  • Work with BU / Finance to develop Total Rewards Budgeting guideline for the operating plan.
  • Lead, coach, and build the capability of direct reports and ensure they have the right level of technical mastery to do the job including a working knowledge of HRIS compensation modules
  • Work with country operations and client facing teams to ensure the highest integrity of compensation related data.
  • Develop and deploy C&B training of HR colleagues, line managers and colleagues and / or orientation on new compensation and benefits programs.
  • Lead the Total Rewards onboarding of new Country HR leads.

  • Be the subject matter expert in C&B related discussions with the business and advocate projects related to C&B
  • Build long term collaborative networks and relationships with the HR leaders and C&B leaders of the survey community to ensure Pfizer remains in touch with the latest compensation and benefits trends, and facilitate effective compensation benchmarking.
  • Cultivate relationships with C&B consulting firms. Manage broker, benefit, and compensation survey relationships and ensure effective service delivery and compliance.

  • Lead the effort to improve existing C&B processes and look for opportunities across the markets to scale, systematize and centralize processes for greater efficiencies.
  • Lead identifying innovative solutions to complex compensation and benefits issues at a country and / or regional levels
  • In partnership with Country HR Leads and Global Compensation COE, ensure delivery of the annual compensation planning process (base salary annual increase, bonus payout and long-term incentive awards).

  • At least a Bachelor s degree is required; MBA or Masters Degree is desired.
  • Minimum of 12 years broad-based experience in Human Resources with 5-8 years experiences in leading C&B.
  • Country compensation and benefits management experience; regional C&B experience is a plus.
  • Strong analytical, project management, and communication skills required.
  • Leadership & Virtual People Management : demonstrated ability to inspire individuals to achieve business objectives while maintaining Pfizer values.
  • Developing and coaching colleagues so that they become engaged, productive and effective, such that
  • that they are capable of fulfilling increased responsibilities in the future. The ability to manage a virtual team is a must.
  • Customer Focus & Service Mindset : ability to put oneself in the shoes of the internal customers; strong business understanding and cultural understanding.
  • Meeting agreed expectations and requirements of customers; getting first-hand information from HR and Line Leaders and using the data and insights gleaned from this for improvement in compensation recommendations;
  • acting with manager and colleagues in mind; establishing and maintaining effective relationships with HR and Line Leaders, thereby gaining their trust and respect.

  • Cross-cultural Awareness and Sensitivity : experience in successfully designing and implementing total reward programs for the myriad countries in Emerging Asia from different functions;
  • ability to work effectively with global and regional teams.

  • Experience in the following areas is a plus : systems and / or database development, finance and accounting.
  • Pfizer is an equal opportunity employer and complies with all applicable equal employment opportunity legislation in each jurisdiction in which it operates.

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