share on
The International Compensation & Rewards Lead believes it’s time for corporations to move from reactive to proactive — by intentionally designing policies that respect, support, and retain diverse talent across their teams.
Compensation & benefits (C&B) strategies across APAC are no longer just about salary bands and annual bonuses. Organisations are rethinking their approach; balancing competitive pay with holistic rewards to create a total rewards programme that speaks to employees’ changing needs.
From enhanced parental leave to flexible work arrangements and wellness stipends, companies are embracing policies that foster both attraction and retention, especially in talent-dense, high-growth markets.
To Samuel Quek, Compensation & Rewards Lead, International, McDonald’s Corporation (pictured above), employee rewards aren’t just strategic — they’re personal. He believes long-term trends such as paid time off for parents and caregivers, and flexible work models, are essential to building a future-ready workforce, one that is supported, respected, and ready to thrive.
In his role, Quek brings total rewards to life in the global offices and geographical business inits alongside the organisation’s transformation journey.
He advocates for continuous learning and is keen to engage like-minded professionals in uplifting HR for the business and those unaware.
The one thing he wants to hear employees say about total rewards? 'I'm Lovin It!'
Ahead of his session at #TotalRewardsSG, Quek sits down with Sabarish Prasad to explore how organisations can design future-focused rewards strategies so they don’t just compete for talent, but retain it through policies that reflect care, culture, and purpose.
Q How has the role of rewards in talent attraction and retention strategies evolved over the last five years, especially in the APAC region?
Economic growth in APAC is not yet back to the heydays before COVID. However, many talented individuals exist in APAC and can be tapped on especially as digitalisation is used for efficiencies and scaling. An example is India which is home to the global capability centres (GCCs) of many MNCs. These organisations are working on attraction and retention strategies catering to this group as competition intensifies. McDonald’s likewise recognises the value of a GCC and is rapidly building our own in India as we continue to grow and transform how we work.
Q What is one C&B trend that you believe is powerful enough to stay for the long term?
With declining birthrates globally and governments leaning in to address concerns, paid time off for parents and caregivers and work flexibility for employees will still increase in significance — whether to match compliance, match competition or match expectations. Corporations can afford to proactively plan out how they intend to support these groups and design policies that respect and retain their teams.
"Those with global footprints have the opportunity to also set philosophies and standards as a way to attract and engage."
Q As a seasoned rewards/HR professional, what do you believe are the most important traits for rewards leaders of today and the future?
Total rewards leaders will need to have a deep read on business strategy as remuneration is one of the biggest items that corporates put their resources into. Knowing the business strategy will set them up for confidence in developing TR programmes aligned to accelerate and serve both HR strategy and business strategy in a relevant, sustainable manner. Those who collaborate strongly and position themselves at the right-hand of Heads of HR/ HR Business Partners will set themselves up for great success.
Q To end on a lighter note, what are the biggest misconceptions people have about total rewards and what are you most looking forward to in your speaking engagement at #TotalRewardsAsiaSummitSG?
Total rewards professionals are known to be experts behind spreadsheets. But we do more than that! I'm so glad to be speaking at Total Rewards Summit 2025 where I get to represent McDonald’s and interact with like-minded HR practitioners.
More than just sitting behind a screen punching numbers, the best professionals hone their craft through continuous learning of best practices from others.
"We can continue challenging the old and redesigning the new as we build a community dedicated to the HR/TR profession."
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Sabarish Prasad. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
share on
