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As the Global Organisational Architecture & Total Rewards Leader at Louis Dreyfus Company shares, it is more than just about designing the right framework. Instead, decisions must be made fairly, and clearly understood.
John K. Tan (pictured above) is the Global Organisational Architecture & Total Rewards Leader at Louis Dreyfus Company. With more than 15 years’ experience across APAC, Africa, and global markets, he brings deep expertise in aligning job architecture with compensation strategy — from job evaluation to market benchmarking, and has led major HR digitalisation projects, including global HRIS implementations, automation and the practical application of AI in HR processes.
Tan’s focus is on bridging skills architecture and rewards, with a particular interest in how AI and strong governance can enable skills-informed approaches to pay that are both defensible and scalable.
At the heart of his approach is a clear, people-centred belief: good Total Rewards is not just about the right framework. It’s grounded in three principles — procedural justice, well‑planned implementation, and trust through communication — because when decisions are fair and the “why” is clearly explained, employee engagement and organisational credibility follow.
In conversation with Emily Chong-Gupta ahead of his session at Total Rewards Asia Summit 2026, Singapore, he reflects on his path into Total Rewards, and discusses the importance of paying being integrated with skills, career development and AI‑led change.
Read Tan’s full interview below.
Q What first drew you to HR and Total Rewards, and what keeps you passionate about it today?
I started in recruitment while completing my degree, which exposed me to the impact HR can have on both people and business outcomes. That experience led me to move into in-house HR, where I could more directly support and align with the business. I’m grateful to have had the opportunity to specialise in Total Rewards early on, including spending a year in the Netherlands learning.
What continues to drive my passion today is the impact that Total Rewards can have on the business: how well-designed frameworks can balance cost, performance, and employee value.
Q Can you share the core belief that guides your approach to designing Total Rewards strategies that truly support employees?
My approach is grounded in three principles: procedural justice, well-planned implementation, and trust through communication.
It’s not just about designing the right framework; it’s about ensuring that decisions are fair and well understood. When employees trust the process and understand the “why,” it strengthens engagement and credibility.
Q What is one common misconception about Total Rewards that you’d like to challenge?
A common misconception is that compensation alone can solve most employee challenges.
In reality, Total Rewards needs to work in close partnership with other HR functions to shape the overall employee experience.
"Pay is just one lever — true impact comes from aligning rewards with career development, engagement, and performance to drive sustainable outcomes."
Q Please tell us a fun fact about yourself that people may not know.
Beyond working with numbers, I have a strong interest in systems.
I once led the implementation of a global HRIS in just six months — bringing together multiple stakeholders and processes into a single platform.
Q A quick preview of your session: what do you hope attendees will take away from your session?
I hope to share practical perspectives and best practices that attendees can apply in their own organisations.
With the rapid evolution of skills driven by AI, my aim is to spark new thinking, giving participants “food for thought” on how jobs, skills, and Total Rewards need to evolve together.
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 Emily Chong-Gupta. We look forward to welcoming you!
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