About Atome Financial
Headquartered in Singapore, Atome Financial is building a world-class tech enabled financial services platform that is the best companion of our customers lifetime. As a part of the Advance Intelligence Group, a Series D fintech unicorn and ranked Top 10 on LinkedIn’s 2023 Top Singapore StartUps list with over 1,400+ staff worldwide, we are united by a shared vision and purpose: to Advance with Intelligence for a Better Life--for our customers, colleagues and communities.
Atome Financial operates in 5 ASEAN markets (Singapore, Malaysia, Indonesia, Philippines, and Thailand). We have 3 key products:
• Atome BNPL: A leading buy now pay later brand in ASEAN and partners over thousands of online and offline brands
• Atome Card: A paylater anywhere card.
• Kredit Pintar: A leading Indonesia digital lending apps, regulated and supervised by Indonesia's Financial Services Authority (OJK).
Our culture is built on values that are core to who we are and what we stand for:
1. We foster an INNOVATION mindset
2. We achieve results with EFFICIENCY and excellence
3. We take pride in the QUALITY of our work
4. We uphold INTEGRITY in all we do
5. We embrace COLLABORATION to work across business lines and borders
About the Role
We are looking for a commercially minded HR professional with deep expertise in Total Rewards, People Planning, workforce analytics, and performance-reward linkage to join our HR team in Singapore.
Reporting to the Head of HR, this role acts as the strategic lead and integrator across Total Rewards, Annual People Planning, workforce cost visibility, and performance-linked reward decisions. The role will work closely with the Head of HR, HRBPs, Talent Acquisition, People Operations, People Tech, Finance, Talent Development, and senior business leaders to ensure our people investments are aligned with business priorities.
This is a senior individual contributor role with high senior stakeholder exposure. The role is not expected to build core HR processes from scratch or operate in isolation. Instead, you will work through established and mature HR, Finance, People Operations, People Tech, Talent Acquisition, and HRBP teams to strengthen existing processes, improve decision quality, and create a scalable planning and rewards rhythm.
The successful candidate will help us:
- Improve visibility of workforce cost and headcount allocation.
- Ensure reward decisions are differentiated, fair, and data-driven.
- Build a scalable and disciplined annual people planning rhythm.
- Strengthen the link between performance, rewards, and business priorities.
- Provide clear insights and recommendations to support people investment decisions.
You will also be expected to use AI tools as a core part of how you work — accelerating market benchmarking, scenario modeling, policy drafting, insight generation, and leadership reporting, while maintaining confidentiality and responsible data handling standards.
- Key Responsibilities
- Lead the Annual People Planning process in partnership with the Head of HR, HRBPs, Finance, Talent Acquisition, and business leaders, translating business strategy into annual headcount plans, workforce cost assumptions, capability requirements, and people investment priorities.
- Partner with Finance, HRBPs, and business leaders throughout the year on resource allocation, headcount budget tracking, workforce cost analytics, organizational effectiveness reviews, and people investment trade-offs.
- Build and maintain workforce planning and scenario models covering headcount, workforce cost, vacancies, attrition, hiring needs, internal movement, redeployment, and capability gaps.
- Track actuals versus plan throughout the year, proactively surfacing variances, risks, trade-offs, and recommendations to improve visibility of workforce cost and headcount allocation across functions, markets, and strategic priorities.
- Lead the design, benchmarking, and continuous improvement of the company’s Total Rewards framework, including salary bands, incentive structures, variable pay programs, pay positioning, and reward governance.
- Lead annual salary review and bonus cycles in partnership with the Head of HR, HRBPs, Finance, and business leaders, ensuring reward decisions are differentiated, fair, data-driven, internally equitable, externally competitive, and aligned with business priorities.
- Provide strategic oversight of benefits competitiveness, cost-effectiveness, employee value proposition, and renewal decisions, in partnership with People Operations, who manage day-to-day benefits administration and vendor operations.
- Strengthen the link between performance, rewards, and business priorities by supporting fair calibration, differentiated reward outcomes, and evidence-based performance and compensation decisions.
- Use data, AI, and analytics tools to accelerate market benchmarking, scenario modeling, policy drafting, insight generation, and leadership reporting, while maintaining confidentiality and responsible data handling standards.
What We Are Looking For
- 8–12 years of progressive HR experience, with a strong foundation in Compensation & Benefits / Total Rewards.
- Proven ownership of, or significant contribution to, annual workforce planning or people planning cycles.
- Experience partnering with Finance and senior business leaders on headcount planning, workforce cost, or resource allocation.
- Exposure to multi-country or regional HR environments; Southeast Asia experience is preferred.
- Experience operating in a mature HR environment with established HRBP, Talent Acquisition, People Operations, and People Tech support.
- Experience preparing executive-ready analysis, recommendations, and leadership reporting.
Skills and Competencies
- Strong analytical and financial modeling capability, combining advanced spreadsheet skills with responsible use of AI and analytics tools to develop workforce, compensation, and scenario models.
- Deep understanding of Total Rewards, including compensation structures, salary benchmarking, bonus planning, job levels, pay equity, benefits, and reward governance.
- Able to translate business strategy into practical workforce plans, headcount scenarios, people investment recommendations, and leadership-ready insights.
- AI-literate and comfortable using tools such as ChatGPT, Claude, or equivalent to improve productivity, automate analysis, draft frameworks, summarize data, generate insights, and enhance reporting.
- Strong stakeholder management, communication, and structured thinking skills, with the ability to influence senior leaders, manage multiple annual cycles, and turn complexity into clear plans, narratives, dashboards, and decisions.
Personal Attributes
- Commercially minded, data-driven, and pragmatic; understands how people decisions drive business outcomes and balances analytical rigor with business realities.
- Proactive, self-directed, and comfortable operating in a fast-paced, scaling environment with multiple priorities and senior stakeholder expectations.
- Collaborative team player who works effectively across HRBPs, Talent Acquisition, People Operations, People Tech, Finance, Talent Development, and senior business leaders.
- Comfortable improving, connecting, and scaling mature processes rather than building everything from scratch.
- Operates with strong judgment, confidentiality, and credibility as a senior individual contributor, influencing through expertise, partnership, and trust rather than formal authority.
Nice to Have
- Experience in financial services, fintech, or high-growth technology environments.
- Familiarity with job evaluation methodologies such as Mercer, Hay, or Korn Ferry.
- Exposure to OKR frameworks or similar goal-setting systems.
- Experience with HRIS, workforce analytics, compensation planning, or performance management platforms.
- Experience using AI tools responsibly in HR analytics, rewards planning, policy drafting, scenario modeling, and executive reporting.
