Reward & Performance Management Specialist

About the role

Prudential is looking for a Reward & Performance Management Specialist in Taipei to support the delivery of its Reward & Performance agenda through accurate administration, analysis, coordination and continuous improvement of compensation, benefits, performance management, mobility, employee share plans and job architecture. The role is accountable for consistent, high-quality outcomes within defined programmes and processes, applies professional judgement to resolve recurring and moderately complex matters, and escalates material exceptions, policy decisions and risks to the appropriate functional leader.

Key responsibilities

• Compensation and reward operations: support annual salary review, bonus and incentive processes (data preparation, validation, calculation checks, system input); maintain salary structures, compensation records and market reference data; conduct compensation analysis and benchmarking; prepare reward reports and manage communications with HRBPs, Payroll and Finance.
• Performance management: coordinate annual, mid-year and other performance processes; maintain guidelines, tools and templates; monitor completion and data quality; analyse outcomes and support manager and employee enquiries.
• Benefits and wellbeing: support implementation and administration of benefits programmes, coordinate with vendors, monitor utilisation and costs, and maintain records for audits and compliance.
• Mobility administration: support international, short-term and transfer assignments, coordinate with HR, Payroll, Finance, Legal/Tax and vendors, and prepare assignment documentation and cost tracking.
• Employee share plans: support eligibility, enrolment, grants, vesting, exercise and settlement, liaise with Payroll, Finance, brokers and vendors, and maintain participant records and reconciliations.
• Job architecture, analytics and reporting: support job evaluation and grade alignment; produce dashboards and analysis for stakeholders; use advanced Excel, HRIS and other digital tools; support pay equity, workforce cost and reward effectiveness analysis.
• Stakeholder service and improvement: support HRBPs, managers and employees, ensure adherence to policies and confidentiality, maintain audit-ready documentation, and act as operational owner of Reward and Performance system processes, coordinating testing, UAT and enhancements.