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Director / Associate Director, Group Rewards at CLI Asset Management Pte. Ltd · Katori

Asks for

The ad says“Strong analytical and quantitative capabilities, with the ability to interpret complex financial, compensation and employee data and translate the analysis into practical recommendations.”
The ad says“Strong understanding of the asset-management industry, preferably with experience in alternatives, private markets or private equity.”
The ad says“Sound knowledge of asset-management compensation and incentive arrangements, particularly carried interest, employee co-investment, capital-raising incentives, deferred compensation and long-term incentive programmes.”
The ad says“Sound knowledge of asset-management compensation and incentive arrangements, particularly carried interest, employee co-investment, capital-raising incentives, deferred compensation and long-term incentive programmes.”
The ad says“At least 7 years of relevant experience in compensation and benefits, performance management, executive rewards or a related field, including at least three to five years of experience in asset management, private markets or the broader financial-services sector.”
The ad says“Sound knowledge of asset-management compensation and incentive arrangements, particularly carried interest, employee co-investment, capital-raising incentives, deferred compensation and long-term incentive programmes.”
The ad says“Sound knowledge of asset-management compensation and incentive arrangements, particularly carried interest, employee co-investment, capital-raising incentives, deferred compensation and long-term incentive programmes.”
The ad says“Undertake financial modelling and analysis to assess programme costs, potential employee outcomes, affordability, dilution, vesting and alignment with fund and Group performance.”
The ad says“Sound knowledge of asset-management compensation and incentive arrangements, particularly carried interest, employee co-investment, capital-raising incentives, deferred compensation and long-term incentive programmes.”
The ad says“At least 7 years of relevant experience in compensation and benefits, performance management, executive rewards or a related field, including at least three to five years of experience in asset management, private markets or the broader financial-services sector.”
The ad says“Strong project-management skills, with the ability to manage multiple programmes, stakeholders and deadlines concurrently.”

About Us

Headquartered and listed in Singapore in 2021, CapitaLand Investment Limited (CLI) is a leading global real asset manager with a strong Asia foothold. As at 5 November 2025, CLI had S$120 billion of funds under management. CLI holds stakes in eight listed real estate investment trusts and a suite of private real asset vehicles that invest in demographics, disruption and digitalisation-theme strategies. Its diversified real asset classes include retail, office, lodging, industrial, logistics, business parks, wellness, self-storage, data centres and private credit.

Job Description

Reporting to the Head, Group Rewards, the incumbent will be a key member of the Group Rewards team, with primary responsibility for Group performance management and asset-management compensation, with particular emphasis on private-markets businesses.

The role will focus on:
• Developing, implementing and operating a Group performance-management framework that enables a diverse portfolio of businesses to be assessed against a consistent performance standard, supported by modular criteria that reflect the objectives and characteristics of each business; and

• Designing, implementing and managing compensation and incentive programmes that attract, retain and motivate employees, while aligning employee outcomes with business performance, the Group’s strategic objectives and relevant market practices.

Performance Management

Develop, implement and operate the organisation-wide performance-management policy, framework and processes to support objective performance assessment and effective pay-for-performance differentiation.
Establish a consistent Group performance standard while developing modular performance criteria that appropriately reflect the objectives, operating models and performance drivers of the Group’s different businesses.
Review and enhance performance-management policies, processes, rating methodologies and governance to ensure that they remain robust, objective and consistently applied.
Partner with senior management, HR business partners and business leaders to translate business objectives into relevant performance measures and assessment criteria.
Support performance calibration and moderation processes, including the development of management analytics, decision materials and recommendations.
Analyse performance outcomes across businesses, functions, employee segments and geographies to identify inconsistencies, risks and opportunities for improvement.

Asset-Management Compensation and Incentives

Develop and implement compensation strategies covering base pay, annual incentives, long-term incentives, equity-based awards and other financial rewards.
Conduct market analysis and compensation benchmarking using appropriate asset-management, private-markets, financial-services and corporate comparators.
Advise senior management and HR business partners on compensation structures, market positioning, retention arrangements and incentive-plan design.
Develop and refine carried-interest and employee co-investment programmes across different fund strategies, including real estate, credit, open-end funds and other private-markets strategies.
Develop, implement and review policies relating to carried interest, employee co-investment and other asset-management incentive arrangements.
Support the development and review of capital-raising incentives and other business-specific incentive programmes, ensuring alignment between individual contribution, commercial outcomes and the economics of the underlying business.
Undertake financial modelling and analysis to assess programme costs, potential employee outcomes, affordability, dilution, vesting and alignment with fund and Group performance.
Partner with Legal, Finance, Tax and relevant business teams to structure incentive programmes and related documentation in compliance with applicable legal, tax, accounting and regulatory requirements.
Coordinate with external advisers, service providers and system vendors on programme implementation, administration, system enhancements and the maintenance of accurate participant records.
Develop employee communications, programme materials and briefing presentations for fund teams, senior management and other stakeholders.

Broader Group Rewards and Transaction Support

Support the annual compensation cycle, including salary review, bonus-pool analysis, incentive allocation, retention assessment and management reporting.
Ensure compensation and incentive programmes within the role’s remit comply with applicable statutory, regulatory and governance requirements.
Support the review of benefits and non-monetary reward programmes where required, including relevant market benchmarking.
Participate in compensation and benefits due diligence for mergers, acquisitions, joint ventures and other corporate transactions.
Assess the target company’s reward programmes, employee liabilities, retention risks and potential integration implications.
Support the transition and integration of employees into the Group’s performance, compensation and benefits programmes, ensuring clear communication and minimal disruption.

Requirements:

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics or a related discipline.
At least 7 years of relevant experience in compensation and benefits, performance management, executive rewards or a related field, including at least three to five years of experience in asset management, private markets or the broader financial-services sector.
Strong understanding of the asset-management industry, preferably with experience in alternatives, private markets or private equity.
Sound knowledge of asset-management compensation and incentive arrangements, particularly carried interest, employee co-investment, capital-raising incentives, deferred compensation and long-term incentive programmes.
Relevant experience designing, implementing or administering carried-interest, employee co-investment or other private-markets incentive programmes.
Experience developing and operating enterprise performance-management frameworks across multiple businesses, functions or geographies.
Experience supporting mergers and acquisitions, compensation and benefits due diligence, or post-transaction integration is advantageous.
Strong analytical and quantitative capabilities, with the ability to interpret complex financial, compensation and employee data and translate the analysis into practical recommendations.
In-depth knowledge of compensation, performance management and incentive-design principles, practices and governance requirements.
Strong project-management skills, with the ability to manage multiple programmes, stakeholders and deadlines concurrently.
Excellent written and verbal communication skills, with the ability to explain complex performance and incentive arrangements clearly.
Strong judgement, attention to detail and the ability to influence and collaborate effectively with senior management, HR business partners, investment professionals and corporate functions.

Benefits

Flexible benefits with comprehensive medical coverage for self and family
Training and development opportunities
Subsidised rates at Ascott serviced residences-
Strong advocate of staff volunteerism
Wellness programmes

Closing Statement:

At CapitaLand, we advocate fair employment practices, and recruit talents based on merit and fit with our Corporate values. We provide equal opportunity for all qualified persons and build an inclusive workplace regardless of race, gender, age, religious belief or nationality.

Only shortlisted candidates will be notified.