Talent Lead at StashAway

Kuala Lumpur, Kuala Lumpur, Malaysia -

Full Time

Start Date

Immediate

Expiry Date

12 Apr, 26

Salary

0.0

Posted On

12 Jan, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Strategy, Workforce Planning, Hiring Strategy, Data Analysis, Compensation Benchmarking, Market Mapping, Candidate Experience, Team Leadership, Process Improvement, Communication, Attention to Detail, Headhunting, Stakeholder Management, Problem Solving, Cultural Alignment, Assessment Quality

Industry

Financial Services

Description

About the Role StashAway is looking for a Talent Lead to take ownership of our hiring, and rewards initiatives. You are the strategic anchor for our talent function, responsible for shaping how we plan, attract, assess, and hire talent across the business. This is a hands-on working role for someone who partners proactively with leaders on workforce planning and hiring strategy, while also owning the systems, data, and standards that ensure we hire well consistently and at scale. You will personally lead senior hiring, own regional compensation data, and continuously evolve our hiring practices to raise the bar on quality of hire, cultural alignment, and candidate experience. Key Responsibilities Partner with function heads, C-Suite members, and Country Managers to translate business strategy into forward-looking workforce and hiring plans. This will be one of the key deliverables. Anticipate capability gaps, critical roles, and succession risks ahead of time and advise leaders on hiring timing, location, and talent growth opportunities. Personally own hiring for senior and business-critical roles with extremely limited reliance on external agencies. You will be an internal headhunter for the organisation. Design and execute targeted sourcing strategies for hard-to-fill roles, including market mapping and pipeline building across key geographies. Provide regular data-driven market intelligence on talent trends, competitor hiring, and evolving skill demand to influence hiring decisions. Own regional compensation benchmarking and offer structuring (base, bonus, ESOP), translating market data into clear leadership recommendations. Own and continuously improve the end-to-end hiring process, ensuring it is efficient, scalable, and consistently applied across regions. Own and ensure standard of data integrity, ATS operations, messaging to candidates, and hiring processes are kept consistent across all roles and all seniorities. Set and uphold a high performance and culture bar by coaching hiring managers on assessment quality and decision discipline. Lead, mentor, and set standards for the Talent Acquisition team, ensuring strong execution, data integrity, and candidate experience. Use hiring data effectively to intervene and problem solve when hiring timelines are affected. Who you are 8–10 years of experience in executive search, talent strategy, or as a senior Talent / People Ops lead in a tech or fintech scale-up. Comfortable operating as both a strategic partner and a hands-on executor. You rely on data, documentation, and structured thinking to drive decisions. Able to interpret compensation surveys, market data, and internal benchmarks to make sound, defensible pay recommendations. Highly proficient in Excel / Google Sheets and comfortable managing complex datasets. Strong understanding of fintech / tech roles and the hiring dynamics in MY, SG, and regional markets. Able to design realistic, high-quality hiring strategies in competitive talent environments. Able to challenge leaders constructively using data and logic. Builds trust through clarity, consistency, and follow-through. High attention to detail, especially around documentation, data integrity, and process quality. Cares deeply about hiring craft and candidate experience, not just speed. Accountabilities of the role Senior and critical roles are filled with high-quality talent and strong hiring manager confidence Compensation decisions are consistent, defensible, and data-backed across regions Hiring processes are clear, repeatable, and trusted by leaders ATS and compensation data are accurate and used for decision-making Candidate experience reflects professionalism and clarity at every stage Must Haves Proven experience personally leading senior / critical hiring in a tech or fintech environment Exposure /experience owning compensation benchmarking and offer strategy Ability to operate independently, challenge leaders constructively, and own outcomes end-to-end Employee financial and physical well-being Compensation package: You will receive a competitive total compensation package that includes employee stock options if you are a full-time employee. Comprehensive insurance coverage: Outpatient GP clinic visits, Outpatient specialist cover, and group hospitalisation and surgical insurance, and dental cover Management fee discount: You will receive an employee discount on your asset management fees when you invest with StashAway. Flexible work arrangements and policies Flexible work arrangements: With manager setting team schedules with a minimum of 2 days a week in the office. Work-from-anywhere policy: You may request to work remotely for up to eight weeks in another country. Unlimited paid annual leave: It should be simple for you to decide if you would like to take more or fewer days off. We trust that you are accountable for your work and know best if you need 10 or 30 days of paid annual leave that year. Personal work equipment budget: It’s important that you have a workstation that’s optimal for you wherever you are. Learning and development opportunities Annual L&D budget: You will be given an annual Learning and Development budget to help you continuously learn in your pursuit of your professional and personal development. You may use the budget for resources and tools that may help you perform better at work. Team bonding budget and initiatives Quarterly team bonding budget: We encourage you to socialise with colleagues across job functions, departments, and entities to know them better as individuals beyond what they professionally do. Annual off-sites (Q4): Each off-site gathers all employees for a full day of company-wide team bonding activities and challenges.

Responsibilities

The Talent Lead will partner with leaders to translate business strategy into workforce plans and personally lead senior hiring initiatives. They will also own compensation data and continuously improve hiring practices to enhance quality and candidate experience.