Head of Performance, Rewards & HR Operations (Base in Beijing)

Head of Performance, Rewards & HR Operations The Asian Infrastructure Investment Bank (AIIB) is a multilateral development bank whose mission is financing Infrastructure for Tomorrow in Asia and beyond - infrastructure with sustainability at its core. We began operations in Beijing in 2016 and have since grown to 111 approved members worldwide. We are capitalized at USD100 billion and AAA-rated by the major international credit rating agencies. Collaborating with partners, AIIB meets clients' needs by unlocking new capital and investing in infrastructure that is green, technology-enabled, and promotes regional connectivity.
The Human Resources Department (HRD) is responsible for the development and implementation of AIIB's human resource strategies, policies, and programs to attract, hire, develop, and retain talent. HRD also provides advice on human resources and corporate culture-related matters to ensure alignment of all relevant policies and actions. It also supports the realization of AIIB's mission, vision, corporate culture, corporate strategy, and business goals, specifically in the areas of strategic staffing, talent management, change management, organizational and performance management, succession planning, learning and development, compensation and benefits, and recognition and rewards.
The Head of Performance, Rewards & HR Operations, will lead the Bank's performance management, compensation and benefits, job architecture and grading, and core HR operations. The role is accountable for building simple, transparent, competitive, and financially sustainable reward and performance frameworks; strengthening the link between institutional priorities, individual accountability, performance, and rewards; and delivering reliable, scalable, and employee-centric HR services across the employee life cycle. The successful candidate will serve as the principal technical adviser to the Director General, Human Resources, and senior stakeholders on matters within the function's mandate and convert approved policy and strategic direction into governed, measurable, and well-communicated implementation. The role will work through cross-functional delivery with relevant HR functions and will contribute specialist performance, rewards, job architecture, operations, and data expertise to workforce planning, career, and mobility initiatives.

Responsibilities:

• Lead, organize and develop the integrated Performance, Rewards & HR Operations function, establishing clear accountability, priorities, service standards, controls, and delivery plans aligned with HRD and Bank objectives.
• Embed service and performance measurements and monitoring to ongoing improvement cycle.
• Provide authoritative advice to Management on performance, rewards, and HR operations matters.
• Prepare high-quality decision papers, options, cost scenarios, and implementation plans.
• Maintain effective governance, internal controls, data protection, confidentiality, operational risk management, vendor oversight, and audit readiness across the function.
• Own and continuously improve the Bank-wide performance management framework, annual performance cycle, governance, guidance, calibration, and supporting systems.
• Strengthen alignment and transparent cascading between corporate and departmental objectives and key results, team objectives, and individual Annual Performance Agreements (APAs), with clear expectations, differentiated outcomes, and defensible decision-making.
• Build people-manager capability to set goals, provide timely feedback, address underperformance, conduct fair performance conversations, and connect high performance with recognition, reward, and development.
• Lead performance management modernization, including process simplification and digitalization, delivery of performance dashboards and management reporting, and introducing 360-degree feedback for approved leadership and development purposes.
• Monitor completion, quality, consistency, and user experience across performance processes; identify risks and recommend corrective action.
• Lead the design, governance, administration, and continuous improvement of compensation, benefits, and total rewards to support talent attraction and retention, internal equity, performance, global workforce growth, and long-term financial sustainability.
• Lead and oversee cyclical comprehensive compensation and benefits review and annual salary/benefits reviews and approvals, ensuring maintaining balance between market competitiveness, staff attraction and retention and overall financial sustainability, in line with the Bank's strategic priorities and evolving business needs.
• Develop a multi-year total rewards strategy and improve staff and manager understanding through clear communications, guidance, education, and total rewards statements.
• Own the Bank's job evaluation, grading, and job-classification methodology and ensure consistent, evidence-based application across roles and organizational changes.
• Maintain fit-for-purpose job documentation and reliable position and grade data to support organizational design, workforce planning, recruitment, reward, and career architecture.
• Partner with Learning and Organizational Effectiveness, Talent Acquisition, HR Business Partners, and HR Planning and Policy on career pathways, internal mobility, and talent frameworks, providing job architecture, performance and rewards expertise, and integrating approved career conversations into the performance cycle.
• Lead core HR operations across onboarding, probation, appointment extensions, employee data and records, transfers and mobility transactions, benefits administration, employment certification, offboarding, and other assigned employee-lifecycle services.
• Establish and improve an efficient, scalable, and end-to-end digitalized and employee-centric service delivery model that can support global workforce, with clear accountability, measurable service standards, and appropriate internal controls. Work with HRD Leadership team to implement increasingly E2E digitalized HRD processes.
• Define and operate an HR service performance dashboard covering throughput, timeliness, quality, exceptions, and user experience; use evidence to drive continuous improvement.
• Ensure high-quality data, definitions, controls, and reporting for performance, reward, position, and employee-life cycle processes within the function's mandate.
• Provide actionable reward, performance, and operational data and insights to support management decisions, workforce planning, and Executive Committee/Board reporting, and contribute to enterprise HR analytics and data-governance initiatives across HRD.
• Build trusted relationships with senior management, managers, staff, Staff Council, and internal control functions, ensuring timely consultation, clear communication, and well-managed change.
• Work closely with the HR leadership team and HR Business Partners to deliver integrated solutions, clarify interfaces, and ensure consistent implementation across business units and locations.
• Lead, coach, and develop a diverse team. Set clear objectives, manage capacity and performance, strengthen technical depth, and foster collaboration, innovation, and service excellence.
• Perform other duties and responsibilities as assigned by the Director General, Human Resources.

Requirements:

• Minimum 12-15 years of progressively responsible HR experience in an international organization, multilateral development bank, financial institution, or complex multinational environment, including substantial leadership experience and demonstrated subject-matter expertise in performance management, total rewards, and/or HR operations.
• Master's degree in human resources, business administration, organizational psychology, finance, economics, public policy, or a related field. Relevant professional qualifications in reward, HR, or job evaluation are an advantage.
• Deep expertise in compensation and benefits, performance management, job evaluation and grading, reward governance, and employee-life cycle operations.
• Able to connect technical design with business, workforce, and financial implications.
• Demonstrated experience leading and implementing a comprehensive global workforce/multi-location compensation and benefits review, market benchmarking, salary-structure or benefits design, costing, transition planning, and Board-approved implementation.
• Track record of transforming HR function(s) through end-to-end process redesign, service-level management, standard operating procedures, automation, employee self-service, and continuous improvement.
• Strong digital HR, data, and AI literacy, including practical experience with enterprise HR systems such as SAP SuccessFactors, workflow automation, dashboards, data governance, and technology-enabled employee services.
• Experience advising senior executives and presenting well-founded recommendations to executive committees and Board-level stakeholders; able to explain complex technical and financial matters clearly and persuasively.
• Strong analytical and financial acumen, including the ability to interpret market data, model options, and costs; assess affordability and sustainability; and exercise sound judgment.
• Exceptional written and verbal communication, stakeholder management, and influencing skills in a multicultural environment.
• Strong people leadership and executive presence, with the ability to build capability, manage competing priorities, and foster an inclusive, collaborative, and accountable team culture.
• Uncompromising integrity, fairness, and discretion, with the ability to handle sensitive compensation, performance, employment, and personal data matters confidentially and professionally.
• Fluency in written and spoken English.

AIIB is committed to diversity, transparency, and inclusion. We believe our strength comes from having a team with the right diverse skills, experiences, and abilities selected through a merit-based competitive process. We actively encourage applications from people from both within and outside AIIB members, regardless of nationality, religion, gender, race, disability, or sexual orientation.
Join in AIIB's mission to promote sustainable infrastructure investments and to improve social and economic outcomes in Asia and beyond.
Previous experience and qualifications will determine the grade and job title at which successful applicants will enter AIIB.

ALL CURRENT VACANCIES * Closing Date: All opportunities close at 11:59 p.m. (GMT+8) on the dates listed.
** Job Type: Recruitment of staff is conducted through a merit-based competitive selection process. AIIB shall strive to provide employment opportunities open to all suitably qualified applicants, regardless of religion, gender, race, disability, sexual orientation or nationality.