Mekari is Indonesia's no. 1 Software-as-a-Service (SaaS) company. With our ecosystem of software solutions—including Mekari Jurnal, Mekari Talenta, Mekari Qontak, and Mekari Flex, we aim to facilitate entrepreneurs and leaders as they accelerate the digital transformation of their businesses.

In our 10+ years of journey we have reached over 1 Million platform users, and we're not planning to stop any time soon. We need more people like you: builders and owners with calculated ambition who are ready to #ElevateThroughImpact and raise Indonesia's software standard.

The ideal candidate combines strong analytical capability, deep understanding of compensation frameworks (including variable pay and ESOP), and the ability to collaborate cross-functionally to deliver fair, motivating, and scalable reward systems.

Key Responsibilities

A Total Rewards Lead (often titled Manager or Director) is a strategic human resources professional responsible for designing, implementing, and managing an organization's holistic rewards programs. The goal of this role is to attract, motivate, and retain top talent by ensuring the company's total rewards package is competitive, fair, and aligned with business objectives.

The "Total Rewards" concept goes beyond just salary and encompasses all aspects of what an employee receives in exchange for their work.

Key Responsibilities of a Total Rewards Lead

1. Strategy and Design

• Develop and Execute Total Rewards Strategy: Design a comprehensive strategy that covers compensation, benefits, well-being, recognition, and professional development, ensuring alignment with the organization's business goals, culture, and financial plans.

• Compensation Structure: Design, implement, and maintain the company's salary structures, pay grades, and job levelling frameworks.

• Incentive Programs: Oversee the design and administration of variable pay programs, including short-term incentives (bonuses), long-term incentives (equity/stock options), and sales commission plans.

2. Market Competitiveness and Compliance

• Market Benchmarking: Conduct regular market research and salary benchmarking to ensure compensation and benefits offerings are competitive within the industry and local labor markets.

• Pay Equity: Analyze compensation practices to ensure internal equity and compliance with federal, state, and local pay regulations.

• Compliance: Ensure all compensation and benefits programs comply with legal requirements and reporting standards.

3. Benefits Administration

• Manage Benefits Programs: Oversee the administration and vendor management for all employee benefits, such as health insurance, retirement plans (e.g., 401k/pensions), life insurance, and paid time off (PTO).

• Wellness Initiatives: Develop and manage employee well-being programs to support the physical, mental, and financial health of the workforce.

4. Leadership and Consultation

• Annual Processes: Lead and manage the annual compensation review cycles, merit increases, and open enrollment for benefits.

• Consulting: Serve as an expert consultant to senior leadership and HR Business Partners on complex rewards issues, including new hire offers, retention strategies, and organizational changes.

• Data and Analytics: Utilize HRIS and rewards data to analyze program effectiveness, identify trends, and provide data-driven recommendations to leadership.

Qualifications

Bachelor's degree in Human Resources, Finance, Business Administration, or a related field.

5+ years of experience in Compensation and Benefits (often moving into a lead/manager role).

Professional certifications like Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) are often preferred.