Senior Total Rewards Manager

Xendit provides payment infrastructure across Southeast Asia and is expanding to Greater China and LATAM. We process payments, power marketplaces, disburse payroll and loans, provide KYC solutions, prevent fraud, and help businesses grow exponentially. We serve our customers by providing a suite of world-class APIs, eCommerce platform integrations, and easy to use applications for individual entrepreneurs, SMEs, and enterprises alike. Our main focus is building the most advanced payment rails for Southeast Asia, with a clear goal in mind — to make payments across and within SEA simple, secure and easy for everyone. We serve thousands of businesses ranging from SMEs to multinational enterprises, and process millions of transactions monthly. We’ve been growing rapidly since our inception in 2015, onboarding hundreds of new customers every month, and backed by global top-10 VCs. We’re proud to be featured on among the fastest growing companies by Y-Combinator.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 — simultan...