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"People often don’t realise how much value they’re receiving beyond their pay slip," the leader shares, affirming that "communication matters – people should know and feel the full value of what’s being provided."
Over the past five years, the role of rewards in talent attraction and retention has changed significantly, especially in the APAC region. For Ushananthini Gunasegaran, Director of Human Resources, Asia Pacific, Speedcast (pictured above), that change reflects a growing need for support that fits people’s lives.
Ahead of her session at #TotalRewardsMY, Usha speaks to Sabarish Prasad about how rewards have become more personalised, with a stronger focus on flexibility, wellbeing, and a sense of purpose.
"Not everyone values the same benefits," she says.
To navigate this shift, Usha believes rewards leaders must be practical, responsive, and people focused. Rewards leaders need to work with real constraints while making decisions that build trust and fairness. In her view, empathy and a clear understanding of diverse market needs, particularly across APAC, are essential.
She also points to a common misconception.
"Many forget that rewards cover so much more health coverage, insurance, leave, development, recognition, and even flexible working. People often don’t realise how much value they’re receiving beyond their pay slip."
Q How has the role of rewards in talent attraction and retention strategies evolved over the last five years, especially in the APAC region?
Across the APAC region, the role of rewards has expanded beyond just salary and bonuses. At Speedcast, we’re seeing more emphasis on flexibility, wellbeing, career growth, and a sense of purpose. Employees are looking for support that fits their lives whether through remote work options, mental health initiatives, or family-related benefits. These elements have become just as critical as base pay when it comes to attracting and retaining the right talent.
Q What is one C&B trend that you believe is powerful enough to stay for the long term?
One trend that I believe will last is the move towards personalised rewards. Not everyone values the same benefits, and we’ve seen more interest in customizing rewards based on life stages and local context.
Q As a seasoned rewards/HR professional, what do you believe are the most important traits for rewards leaders of today and the future?
Today’s rewards leaders need to be grounded in the business but also aware of the people behind the numbers. For me, it comes down to three things: being practical, responsive, and people focused. You need to work with real constraints but also make decisions that build trust and fairness. Having a strong sense of empathy and a clear understanding of diverse market needs, especially across APAC, is key.
Q To end on a lighter note, what are the biggest misconceptions people have about total rewards?
That it’s just about salary. Many forget that rewards cover so much more health coverage, insurance, leave, development, recognition, and even flexible working. People often don’t realise how much value they’re receiving beyond their pay slip. That’s why communication matters – people should know and feel the full value of what’s being provided.
Q What are you most looking forward to in your speaking engagement at #TotalRewardsAsiaSummitMY?
I’m looking forward to connecting with peers in the region, sharing challenges, and hearing how others are approaching similar issues. Every market is unique, and these conversations often give us practical ideas we can bring back to our own teams. It’s also a chance to share what we’ve been doing at Speedcast.
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