Xendit - Senior Total Rewards Manager
Requirements
• 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. • 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 SEA experience. Has operated across at least two SEA markets in practice — not just theoretical knowledge of the landscape. • 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. • Background from enterprise fintech, payments, or high-growth technology • 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 Total Rewards in a multi-licence regulated fintech environment
Responsibilities
• Commercial and intellectually rigorous. You translate between business strategy and compensation design — and back again — without losing precision in either direction.
Benefits
• 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. • Impact at Scale: You won’t be a small cog in a giant machine. You will own a significant book of business that directly impacts Xendit and adds value to clients • Licensed Infrastructure: Sell more than just a gateway. You have acquiring, remittance, banking, VASP, and lending licenses as your arsenal • Culture of Builders: We are a team of doers. We want people who want to build and are biased towards execution. • Accelerated Career Growth: We promote from within and offer high-visibility projects with direct exposure to global leadership
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