About The Role:

As a People Partner, you will be at the heart of our HR organization, providing high-touch, regional support across a range of employee lifecycle activities. Your mission is to create a seamless and positive experience for employees and managers, acting as a trusted partner for local HR delivery, manager enablement, employee engagement, HR policy interpretation and implementation, and coordination or driving of key HR processes for the region. You will collaborate closely with the HR Business Partner team and HR Centers of Excellence (COEs) to ensure consistent and business-aligned HR support.

 
What you’ll be spending your time on:

• Manager Enablement:
  • Empower managers with the knowledge and tools they need to handle day-to-day HR questions and navigate employee lifecycle events confidently.
  • Coach managers to effectively manage employee needs, engagement and performance discussions.
  • Provide HR consultation & support and address their HR needs across a complex and diverse employment landscape
  • Provides people analytics and HR data to managers to support decisions and proactively flag risks

• Employee Experience & Support:
• Be the first point of contact for employees and managers in your region, offering timely and insightful guidance on HR policies, processes, and employee relations matters.
• Foster a welcoming and supportive environment where employees and managers feel valued and heard.
• Deliver best-in-class employee experience and HR solutions. 

• HR Program Delivery:
  • Execute the regional roll-out of core HR programs, including performance management, compensation review/comp planning, and engagement surveys.
  • Ensure strong employee understanding and enthusiastic adoption of these programs.

• Employee Relations:
  • Conduct initial investigations into employee concerns with empathy and professionalism.
  • Collaborate with the HRBP team to address more complex cases as needed.

• Regional Insights:
  • Implement HR policies and procedures aligning with local employment law or statutory/regulatory requirement (e.g Employee Handbook, or local HR policies required by the law).
  • Drive regional and country level HR and labor compliance programs / projects whilst collaborating with cross functional teams and key stakeholders.
  • Keep abreast of the market and regulatory trends, and take necessary HR actions to adhere to regulatory and employment law requirements.
  • Share valuable observations and themes from the employee experience with HRBPs to inform organizational health discussions.
  • Provide actionable HR insights that drive positive changes within the organization.

• Operational Excellence:
  • Streamline the processing of employee lifecycle transactions, such as onboarding, offboarding, probation management and leaves of absence.
  • Ensure positive employee experience through accountable and audited HR processes.
  • Identify and implement continuous improvement opportunities to enhance HR operations.
  • Make recommendations for process improvement and present solutions.

• Culture & Engagement:
  • Support local employee engagement activities and act as a culture ambassador, reinforcing our ways of working and employee value propositions.
  • Champion a positive and inclusive workplace culture that aligns with our core values.

Role requirements:

• Capability to execute plans that align with the organization and People Partner’s goals.
• Exceptional organizational skills with the ability to juggle multiple tasks and prioritize effectively.
• A proactive mindset of "Do It, Own It" - take the initiative to solve issues and deliver on commitments.
• Aptitude for identifying opportunities for “Continuous Improvements” and implementing best practices to achieve operational excellence.
• Solid employment knowledge of local labor laws and HR best practices.
• Confidence in handling sensitive employee situations with empathy and sound judgment.
• Comfort working in a matrixed, global environment.
• Strong communication and interpersonal skills to effectively communicate with employees and managers at multiple levels with the ability to flex and adapt with business needs.
• Ability to analyze data, identify problems, and offer HR solutions to business challenges.
• Strong business acumen with excellent influencing skills both onsite and remotely.
• More than 3 years of HR experience in a generalist HR role or equivalent practical experience.
• Familiar working in a “roll up your sleeves” environment that is rapidly scaling globally.
• Skilled with modern HR solutions and services, digitally savvy and be able to apply insights from HR data, HR analytics into practice.
• Excellent verbal and written skills in English.
• Strong working knowledge of MS office and various HR systems

Why join us?:

• Be part of a forward-thinking company that values your contributions and supports your professional growth.
• Work in a collaborative and inclusive environment where your ideas and insights are valued.
• Enjoy opportunities for continuous learning and development.
• Make a meaningful impact on the employee and manager experience and contribute to our company's success.
• If you are passionate about HR, thrive in a dynamic environment, and are ready to take on a challenging and rewarding role, we would love to hear from you!

 Apply Now to join our team and help us create an exceptional workplace for all employees.

Total Rewards Professional, APAC

Role Summary: Compensation, Benefits, problem solving, program management

Location: Shanghai, China

On-site

Full-time

Manages the administration, implementation, and maintenance of the company employee compensation and benefits programs in a designated region. Manages the establishment and ongoing administration of compensation and benefits to support short- and long-range Human Resources goals for the region.

What you’ll do:

• Complete knowledge and full understanding of local compensation and benefits principles and practices within a professional discipline. Develops, implements, and administers compensation and benefits policies and programs.
• Sophisticated analytical and problem-solving techniques to identify cause. Resolves and assesses a wide range of issues in creative ways and suggests variations in approach.
• Works on problems of diverse scope where analysis of information requires evaluation of identifiable factors. Devises solutions based on limited information and precedent and adapts existing approaches to resolve issues. Uses evaluation, judgment, and interpretation to select right course of action.
• Adapts style to differing audiences and often advises others on difficult matters. Enhances relationships and networks with senior internal/external partners who are not familiar with details of total rewards programs, often requiring persuasion.
• Develops and/or participates in compensation/benefit surveys to analyze company’s competitive position.
• Reviews proposed salary adjustments for conformance to established guidelines and recommends corrective or alternative actions to resolve compensation-related problems.
• Recommends company salary structure movements, salary increase budgets, and job classification.
• Prepares special studies and makes recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock-based compensation.
• Administers and communicates the company’s benefits program plan options, features and enrollment requirements; assists employees with benefit claim administration inquiries.
• Analyzes cost containment strategies.
• Ensures company compliance with national and local laws governing compensation and benefits practices.
• May administer both domestic and international programs.
• Monitors and evaluates the company’s benefits programs including insurance programs, retirement plans, sick leave, time off and vacation policies.
• Ensures programs are current regarding trends, practices, and costs.
• Coordinates vendor management, wellness, and health education initiatives. Negotiates coverage services and costs with carriers.
• Prepares job descriptions, conducts job evaluation and salary surveys, establishes salary structures, develops salary budgets, and prepares policies and procedures to insure the achievement of equitable and competitive employee compensation.
• May have a role in the selection, administration, and maintenance of related systems and tools.
• Manages the specification, development and implementation of new or redesigned employee compensation and benefits plans, programs, systems, reports and policies and procedures for internal use.
• Manages relationships with vendors and ensures the development of proper training and documentation for system use and maintenance.
• Consults with other department management in developing local and regional compensation and benefits programs.
• Other duties as assigned.

Who you are:

• Proven experience managing and administering employee benefits programs.
• Exhibits advanced wide-ranging experience, using in-depth professional knowledge, acumen, concepts and company objectives to develop, resolve complex models and procedures.
• Understands and works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.
• Networks with key contacts outside own area of expertise.
• Ability to apply company policies and procedures to resolve a variety of issues.
• Ability to determine a course of action based on guidelines and modify processes and methods as required.
• Ability to work on problems of moderate scope which are often varied and routine where analysis of situations or data requires a review of a variety of factors.
• Ability to exercise judgment within defined procedures and practices to determine appropriate action.
• Ability to apply learned techniques and contribute to analysis and investigation to solve problems.
• Ability to work independently, receive little instruction on day-to-day work, general instructions on new assignments.
• Ability to build productive internal/external working relationships to resolve mutual problems by collaborating on procedures or transactions.
• Ability to focus on providing standard professional advice and creating initial reports/analyzes for review by experienced professionals.
• Typically requires a Bachelor’s degree and a minimum of 2 years of related experience; or an advanced degree without experience; or equivalent work experience.
• Experience implementing total rewards programs “from scratch”.
• Experience managing through mergers and acquisitions.
• Experience managing complex total rewards programs in a fast-paced and high-growth environment.
• Language: English fluency is a must; [local language] fluency is a plus.
• Basically requires a minimum of 5 years related experience; degree in a related field preferred.

#LI-DW1

#LI-Onsite

India is one of Payoneer’s most critical and fastest‑growing regions, and this role will play a central role in shaping India as a long‑term talent hub, leadership pipeline, and capability center for the company globally.

This role reports to the Chief People Officer and serves as the senior‑most People leader in India, working closely with the global People Leadership Team and India‑based senior business leaders.

Key Responsibilities:

People Strategy & Business Partnership 

• Act as a trusted advisor to senior business leaders across India, providing strategic guidance on organization design, workforce planning, talent development, and change leadership. 
• Align HR strategy with business priorities to drive performance, capability, and culture across teams.  
• Bring a strong India perspective into global people strategy discussions, constructively shaping and influencing global frameworks to ensure relevance, scalability, and impact in the region.

Team Leadership 

• Lead, coach, and develop a high-performing HR team, ensuring clarity between HRBP and People Partner roles and strong collaboration across the function. 
• Provide senior local HR touchpoint for local members of HR centers of excellence (CoEs) in India, bringing the broader team together as appropriate.
• Foster a shared team identity and ways of working that reflect our company values and regional needs. 

Organizational Effectiveness 

• Drive local execution of organizational design, transformation, and change efforts in partnership with global HR colleagues. 
• Champion initiatives around succession planning, capability development, and engagement, tailoring them to India’s talent landscape. 
• Support organizational design and change across large, fast‑scaling, and diverse teams, balancing global consistency with India‑specific talent, cost, and scalability considerations.

Operational Excellence 

• Ensure high-quality, consistent delivery of core people processes such as performance management, compensation planning, talent reviews, and engagement action plans. 
• Oversee the employee relations work delivered by the People Partner team—ensuring cases are handled with fairness, consistency, and compliance with India’s regulatory environment. 
• Drive continuous improvement in how we support managers—enabling the People Partner team to provide practical, timely, and aligned support on everyday people matters. 
• Partner with global CoEs to adapt and embed people tools and frameworks that are locally relevant and effective. 
• Act as the senior escalation point for complex employee relations, compliance, or people‑risk issues in India, partnering closely with Legal, Risk, and global HR leadership as required.

Collaboration & Influence 

• Serve as the key connector between India-based business leaders and global HR programs—ensuring regional insights are shared and local adoption is thoughtful. 
• Represent the India region in global HR planning, contributing to the evolution of our people strategy and operations.  

What You’ll Bring:

• 12+ years of progressive HR experience, including HR leadership roles and oversight of HRBP and/or People Partner teams. 
• Deep knowledge of India labor law and HR compliance, with strong business acumen and experience in multinational or matrixed organizations. 
• Proven success in building strong business partnerships, leading through change, and enabling team growth. 
• Demonstrated ability to manage complexity while staying grounded in people-first leadership. 
• Fluent in English, with strong communication, coaching, and influencing skills. 
• Experience supporting large and/or fast‑scaling workforces in India, with demonstrated credibility partnering with senior business, product, and functional leaders.
  
  

Director, Talent Management

This role leads the design and stewardship of Payoneer’s performance‑management operating system — the full framework for how we set goals, assess performance, develop talent, and make data‑informed people decisions that drive Payoneer’s business forward. It is one of the most strategically leveraged and cross‑functional positions within the People organization.

Rather than maintaining existing processes, this role is responsible for evaluating, reimagining, and elevating how performance and talent management operate across a global, remote workforce spanning 100+ countries. The first year will require strong execution, but long‑term success depends on a systems thinker with a designer’s mindset — someone who can build for today while architecting what comes next.

This position reports directly to the VP of Talent Development and is part of the People Leadership Team. It carries significant visibility with the CPO, CEO, and leaders across the organization.

What you’ll do

• Designing and operating a full performance management system, including goal setting, continuous feedback, anytime feedback, 360 reviews, quarterly check‑ins, formal 1:1 frameworks, talent reviews, AI coaching, performance ratings, and year‑end cycles
• Leading and facilitating talent reviews and succession planning processes
• Driving and standardizing promotion processes while strengthening culture‑building initiatives
• Developing and maintaining leveling guidance and job architecture frameworks
• Delivering and scaling company‑wide and manager training and enablement programs
• Facilitating live workshops, manager forums, focus groups, and calibration sessions
• Partnering and co‑designing solutions with HRBPs, functional leaders, and business teams
• Creating and executing communication campaigns that drive employee understanding, buy‑in, and action
• Building and interpreting reporting and analytics tied to business outcomes
• Collaborating cross‑functionally with Talent Development, Leadership Development, Onboarding, and Career Pathing teams

Candidate Profile

We are looking for someone who has personally owned performance management end to end for a meaningful period of time—at least 2–3 years. This is not a profile that has merely observed or supported the work; this individual has been directly accountable for designing, building, and running it.

The candidate for this role will have built or rebuilt talent and performance management systems at company-wide scale, navigated global and cross-cultural rollouts, and led live programs that resonate and endure. They’ll know how to translate complex frameworks into experiences that feel clear, relevant, and impactful across diverse regions and cultural contexts.

Creativity and innovation are part of how this person operates, not how they describe themselves. They are AI-forward—both in how they work day to day and in how they think about the future of performance and talent in an AI-enabled world. Above all, they elevate those around them: a true multiplier who raises the bar for teams and organizations.

Who you are

• 8–10 years of progressively responsible experience in Talent Management, HR, Learning & Development, Organizational Development, or related People functions
• Senior-level ownership of company-wide talent management processes, with a track record of building and evolving programs from the ground up (not simply inheriting and maintaining them)
• Proven ability to partner closely with executive leadership and influence at the senior level
• Demonstrated experience designing and delivering programs across multiple geographies, cultures, and employee populations
• Strong Learning & Development foundation (highly preferred): a clear understanding of how performance management, capability building, and learning ecosystems interconnect
• Experience facilitating live workshops and manager forums, both in-person and virtually, with senior and diverse audiences
• Background in fintech, technology, or high-growth environments strongly preferred

What sets you apart

Beyond the resume, we are looking for someone who:

• Anticipates impact before launch. You “see around corners” and consider how a process will land across stakeholders, cultures, edge cases, and unintended consequences—well before it goes live.
• You have a strong sense of quality by design. The programs you create are thoughtful, coherent, and well-communicated, with both aesthetic clarity and logical rigor.
• You bring range and versatility. You can write a crisp executive brief, facilitate a high-impact manager workshop, build an OKR or tracking framework, and navigate difficult, nuanced conversations with HRBPs and leaders.
• You are a multiplier. You elevate the people around you, share ownership and credit, and leave teams stronger and more capable than when you arrived.
• You demonstrate signal-over-noise judgment. You synthesize data, stakeholder input, and talent insights quickly and focus attention on what truly matters.
• You bring productive urgency. You move work forward with pace and purpose—accelerating timelines without creating chaos, and doing so in ways others find energizing rather than exhausting.
• You show up with clarity and professionalism. Your communication is crisp and intentional, you are reliable and prepared, and you bring an optimistic, solutions-oriented presence to interactions.

The Total Rewards Program Director is responsible for the design, development, implementation, and ongoing management of global Total Rewards programs. This role ensures that compensation, benefits, mobility, recognition, and wellbeing programs are scalable, consistent, and operationally strong. 

The role contributes to the evolution of Total Rewards strategy and develops programs aligned with the company’s EVP, talent strategy, and Total Rewards philosophy. It translates strategic priorities into well-designed programs, clear frameworks, effective governance, and consistent execution across both ongoing operations and key program cycles. 

The Director partners closely with HRBPs, People Services, Finance, Legal, and business leaders to deliver high-quality programs and a consistent experience globally. 

What you'll do

Program Design & Development 

• Design and build global Total Rewards programs, frameworks, and operating models that are scalable, predictable, and easy to navigate  

• Define program requirements, workflows, governance, and supporting documentation  

• Establish clear ownership, decision-making structures, and cross-functional alignment  

Program Implementation & Execution 

• Lead end-to-end implementation of global TR programs, including compensation cycles, market benchmarking, benefits renewals, equity processes, recognition programs, mobility workflows, and M&A integration support  

• Manage timelines, workplans, and stakeholder coordination across functions  

• Ensure high-quality, consistent execution across all programs  

Program Management & Continuous Improvement 

• Own the ongoing operation of TR programs, ensuring they run smoothly and efficiently day-to-day  

• Maintain and evolve documentation, playbooks, and process maps  

• Identify opportunities to simplify, standardize, and automate to improve the operating model  

Cross-Functional Leadership 

• Partner with HRBPs, People Services, HRIS, People Analytics, Finance, and Legal to ensure programs are compliant, integrated, and well-governed  

• Support due diligence and post-acquisition integration of Total Rewards programs  

• Align with Finance on budgeting, forecasting, and cost management  

Data, Systems & Reporting 

• Ensure data integrity and reporting accuracy in partnership with HRIS and People Analytics  

• Define reporting needs and support development of dashboards and insights  

• Use data and program insights to identify issues and inform improvements  

Employee & Manager Experience 

• Develop clear, practical materials (guides, FAQs, toolkits, templates) that make programs easy to understand and use  

• Ensure changes to programs are well-communicated and supported through strong change management  

Who you are

• 10+ years of experience in Total Rewards, HR program management, compensation, benefits, or related areas  

• Proven experience designing and managing global or large-scale HR programs  

• Strong program and project management skills with the ability to drive execution  

• Ability to translate strategy into structured programs and operational delivery  

• Strong communication skills with the ability to simplify complex topics  

• Comfortable working with data, systems, and cross-functional stakeholders  

• Global experience preferred  

What Success Looks Like 

• Programs are well-designed, scalable, and consistently executed across regions  

• Day-to-day operations run smoothly with clear ownership and minimal friction  

• Frameworks, governance, and ways of working are clearly defined and adopted  

• Stakeholders understand how programs work and how to engage with them  

• Programs evolve over time based on data, feedback, and changing business needs 

Role Summary:

The Total Rewards Program Manager leads global Total Rewards programs spanning compensation, benefits, mobility, and M&A integration. This role manages complex TR initiatives, drives global cycles and governance, delivers analytical insights, and shapes scalable TR frameworks. The Program Manager partners closely with senior leaders and cross-functional teams across regions and operates with a high degree of autonomy, accuracy, and judgment.

What You’ll Do:

Global Program & Project Management:

• Manage global TR programs, including compensation cycles, governance updates, pay frameworks, and wellbeing initiatives.
• Build scalable TR processes, tools, playbooks, and documentation to support global consistency.

Compensation:

• Manage global benchmarking cycles, survey submissions, job matching oversight, and analysis.
• Lead updates to global salary ranges, pay structures, and global compensation frameworks in partnership with TR leadership.
• Deliver compensation modeling, insights, and recommendations for global roles.

Global Benefits & Wellbeing:

• Contribute to evaluation, alignment, and enhancement of global benefits and wellbeing programs.
• Partner with TR leadership on global harmonization work and vendor review cycles.

Global Mobility:

• Support TR work for global relocations, assignments, and transfers.
• Develop compensation recommendations, cost estimates, and mobility frameworks.
• Partner with HRBPs, Finance, Legal, and Talent Acquisition to ensure consistent and compliant mobility processes worldwide.

M&A Integration:

• Manage TR workstreams in acquisitions, including due diligence, compensation and benefits analysis, job mapping, and integration planning.
• Drive harmonization of acquired populations into Payoneer’s global TR programs and systems.

Governance, Compliance & Policy:

• Maintain strong approval frameworks, documentation, and audit-ready TR processes.
• Ensure global policy alignment in partnership with TR leadership and cross-functional stakeholders.

Analytics, Reporting & Insights:

• Create advanced reports, modeling, and dashboards to support TR decision-making.
• Use Excel extensively; familiarity with PowerBI or Python is an advantage.

Stakeholder Management & Communication

• Partner with senior leaders, HRBPs, TA, Legal, Finance, and People Services across regions.
• Develop manager-friendly global TR communications, guides, and training materials.

What We’re Looking For

Experience & Skills:

• 5–7+ years in Total Rewards, Compensation, or related fields with global program experience.
• Strong experience leading compensation cycles or global TR projects.
• Advanced Excel/G-Sheets; PowerBI/Python experience is a plus.
• Strong communication and stakeholder-management skills; able to influence at senior levels.
• Experience with mobility and M&A integration is an advantage.

Mindset:

• Operates well in ambiguity and brings structure, clarity, and accuracy.
• Fast learner with strong judgment and a proactive approach to problem-solving.
• Highly collaborative, dependable, and comfortable working across time zones.
• Curious, improvement-oriented, and motivated to build efficient global TR systems.

Role Summary:

The Total Rewards Analyst supports the development, analysis, and administration of Payoneer’s global compensation and benefits programs. The role is heavily focused on global compensation benchmarking, salary range management, annual cycles, and support for global wellbeing and benefits programs. This position works across regions and partners closely with TR region partners, HRBPs, and People Services to ensure accurate data, strong governance, and a consistent employee experience in line with Payoneer’s Total Rewards philosophy.

What You’ll Do:

1. Compensation & Benchmarking

· Support global market data collection and job matching; analyze survey results to produce insights and recommendations.

· Assist in building and maintaining global salary ranges and supporting tools.

· Contribute to the annual compensation cycle, including data validation, planning templates, quality checks, and reporting.

2. Benefits & Wellbeing Programs

· Support global and local benefits administration, including renewals, vendor coordination, and employee inquiries.

· Contribute to global wellbeing programs and initiatives (e.g., wellness, EAP, regional benefits updates).

3. Programs, Policy & Governance

· Maintain job data accuracy across systems by supporting JD repository updates and assisting with job architecture alignment.

· Assist in compliance-related tasks such as audit requests, eligibility checks, and documentation.

4. Analytics, Reporting & Tools

· Conduct advanced analysis in Excel or Google Sheets; develop dashboards where helpful.

· Support data preparation for TR leadership and cross-functional partners.

5. Cross-Functional Partnership

· Collaborate with HRBPs, Talent Acquisition, Finance, and People Services on TR-related processes, data needs, and employee questions.

· Respond to employee and manager inquiries with clarity and professionalism.

What We’re Looking For:

1. Experience & Skills

· 2–4+ years of experience in Compensation, Benefits, or broader Total Rewards; global company experience preferred.

· Strong analytical skills with advanced Excel or Google Sheets capabilities; experience with PowerBI, Python, or similar tools is a plus (not required).

· Foundational understanding of compensation fundamentals (e.g., benchmarking, job matching, salary structures, annual cycles).

· Strong organizational skills with the ability to manage multiple deliverables simultaneously.

· Clear and concise communication skills; ability to explain TR concepts to non-experts.

· Comfort working autonomously in a fast-moving, high-ambiguity environment with opportunities to build new processes and frameworks.

2. Mindset & Behaviors

· Curiosity and willingness to experiment, learn new tools, and improve existing processes.

· High accuracy and attention to detail.

· Team-oriented, highly collaborative, and comfortable working across time zones.

#LI-SS2