Rewards and People Programs Manager, SEAA

At Chanel, we are anchored in our brand culture, codes and values with a clear vision and aligned priorities centered around being a human and purposeful employer. We are focused on supporting the needs of Chanel creation, people, and business, whilst bringing positive impact in the world and preparing the organisation for the future. We have a culture of high-performance standards of excellence with people being at their best in an environment where they feel a sense of belonging and purpose. Given the importance of people at Chanel, our People and Organisation (P&O) team is critical to the success of the brand and the company in the long term.

To achieve the strategic intent for Southeast Asia and Australia & New Zealand (SEAA) and to continue nurturing the brand, there is a newly created high-impact dual mandate role that sits at the intersection of total rewards strategy and people data intelligence. This role will be responsible for designing and executing competitive, equitable, and business-aligned reward framework across the SEAA region, while simultaneously building and scaling a robust people analytics capability that enables data-driven HR and business decision-making. This role acts as a critical partner to HRBPs, Finance, and senior Business Leaders to ensure frameworks are aligned with business priorities, attracts, retains, and motivates the right talent underpinned by deep analytical insight and market intelligence to advancing Chanel’s ambition to be the best employer worldwide.

WHAT IMPACT YOU CAN CREATE AT CHANEL

The opportunity to shape how the organization rewards its people and how it uses data to make faster and more confident decisions across the region:

Strengthen Total Rewards Discipline:

• Design reward solutions that attract and retain the best talent across a diverse and competitive regional landscape, ensuring the organisation is always positioned to win in the market.
• Drive pay equity and fairness across the region, embedding reward philosophy that reflect the organisation’s commitment to inclusion and transparency.
• Model cost implications of rewards proposals and recommend solutions aligned with business and market realities.
• Partner with Business Leads and P&O community to ensure reward and people programs support talent attraction, retention, and motivation.
• Support annual planning cycle and P&O programs with strong analytics and insights.
• Participate actively in the North Asia and SEAA Rewards Community and support the implementation of global and regional reward programs and policies across SEAA markets.

People Program:

• Lead end-to-end design, implementation and governance of regional people programs that create the rightful impact on our employees to support SEAA LEAP Ambition 2030+
• Ensure every program is built with both regional coherence and local sensitivity knowing what needs to be consistent across markets and what needs to flex to remain relevant and effective.
• Develop a program measurement architecture that goes beyond participation rates, tracking adoption, employee sentiment, business impact, and return on investment across key people initiatives.
• Utilise people data and analytics to evaluate what is working, identify where programs are falling short, and build evidence-based recommendations for continuous improvement and future investment.
• Share regular external market insights and internal people data / trends to facilitate decision making around our people.

Integrated Decision-Making:

• Connect data across rewards, structure, and people metrics to enable holistic decisions and one cohesive view.
• Quantify cost outcomes of organisational changes and reward interventions.
• Present findings, business cases, and recommendations to senior management.

YOU ARE ENERGISED BY

• Solving complex puzzles with data, dealing with ambiguous situations by untangling intricate organisational challenges and finding data-driven solutions.
• Driving decisions through a data-led lens, bringing an analytical rigour that gives stakeholders the clarity and confidence to act decisively and with purpose.
• Connecting dots to bridge rewards, structure, and analytics, understanding how each area influences the other.
• Creating an impact on the organisation ecosystems through recommendations translating into real business and people outcomes.
• Collaborating and influencing cross functional stakeholders and being part of dynamic teams.
• Raising the bar on data literacy and obtaining knowledge on continuous evolving trends in HR, new data and the opportunity to innovate.

WHAT YOU WILL BRING

• Strong technical expertise in compensation design and benchmarking, with hands-on experience using job evaluation methodologies.
• Experience managing annual compensation review cycles including merit, bonus, and equity processes across multiple markets, armed with a strong understanding of SEAA compensation regulations, market dynamics and statutory requirements.
• Proven capability in building and scaling people analytics functions, including designing dashboards, reporting frameworks, and governance standards.
• High proficiency in data analysis and visualisation tools, and HRIS platforms; bonus advantage if experienced with predictive analytics or modelling.
• Fluent on AI use cases, expertise on building agentic AI for productivity and simplification across all domains
• Sound business acumen and sensitivity to changes, understanding how people decisions drive cost and organisational effectiveness.
• Ability to explain technical findings to non-technical audiences, build buy-in, and tell a compelling story with data.
• An innovative mindset, able to demonstrate out-of-the-box thinking with the courage to experiment and test new ways of doing things.

WHAT CHANEL CAN OFFER YOU

• At Chanel, we put people first. Each employee is treasured for their own identity and values, every individual will be supported to become the best version of her / himself.
• A dynamic, creative, and inclusive environment where you can make a real impact on people and culture
• You will have the opportunity to learn and grow with Chanel with more than 100 years of heritage and be inspired and nurtured through every single encounter you experience.
• Understanding of a matrixed environment and delivering challenging and complex yet attained goals for development and personal growth.
• An opportunity to work on meaningful initiatives that celebrate individuality and empower employees.

KEY MEASUREMENT OF IMPACT

• Rewards competitiveness – benchmarking and reward structure validated against market/region.
• Pay equity – audit completed with clear remediation roadmap identified and actioned.
• Analytics capability – dashboard live and actively used by HRBPs and business community.
• Data-driven decisions – minimum 2 to 3 strategic P&O or business decisions directly influenced by people analytics insights annually.
• Workforce planning and metrics

At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual* increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel*