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It goes beyond pay to include elements such as recognition, benefits, wellbeing and personal growth, because employees experience these elements collectively, the Head of Performance & Rewards at PNB tells us.
For Fazila Banoo Manzur Elahi (pictured above), HR has never been just about policies or programmes. It has been about the people behind every workforce decision, and how those decisions shape careers, motivation, and experiences at work.
Having spent more than two decades in HR, she has held leadership roles across performance and rewards, organisation design, talent management, succession planning, learning and development, and HR shared services. Today, she leads the performance management and Total Rewards agenda as Head of Performance & Rewards at Permodalan Nasional Berhad (PNB).
Throughout her journey, one principle has remained constant: balancing organisational priorities with employee value to support sustainable business success.
Ahead of Total Rewards Asia Summit 2026, Malaysia, Fazila speaks to Mary Ann Bundukin about why she hopes HR leaders will leave her session with a fresh perspective on Total Rewards, one that encourages them to rethink workforce decisions and try something different within their organisations.
Read the full interview below.
Q What first drew you to HR, and what keeps you passionate about it today?
I never deliberately planned a career in Human Resources, but looking back, I realised it has always been about people. What keeps me passionate today is that every HR decision has the potential to shape someone's career, motivation and experience at work. Whether it is performance management, rewards or talent development, we are not simply designing policies — we are influencing how people feel, grow and contribute. That responsibility continues to inspire me.
I enjoy finding the balance between organisational priorities and employee value, because sustainable business success can only happen when both are considered together.
Q Can you share the core belief that guides your approach to designing rewards strategies that truly support employees?
My approach has always been to view Total Rewards as an integrated system rather than a collection of individual programmes. In designing our Total Rewards framework, we intentionally looked beyond pay to include recognition, benefits, wellbeing and personal growth, because employees experience these elements collectively. More importantly, each component should reinforce a common philosophy and business objective.
To me, an effective rewards strategy is not measured by the number of programmes it offers, but by whether employees understand what the organisation values and how they can contribute to its success.
Q What is one common misconception about Total Rewards that you'd like to challenge?
One misconception is that Total Rewards is primarily about pay and benefits. While those remain important, I believe the real value lies in how all workforce decisions come together to shape the employee experience. In developing our Total Rewards philosophy, we deliberately connected performance, recognition, benefits, wellbeing, and personal growth because each element communicates what the organisation values.
Employees rarely judge these programmes in isolation. They interpret them collectively as signals of fairness, growth opportunities and organisational priorities. That shift in perspective has shaped how I think about Total Rewards today.
Q Please tell us a fun fact about yourself that people may not know.
Outside of work, I enjoy travelling, not just to discover new places but because it gives me the opportunity to pause and reflect. Some of my best thinking happens while exploring different cultures and looking back on the experiences that have shaped my own journey. I also enjoy watching dramas from different countries — not simply for entertainment, but because they often offer different perspectives on human emotions, relationships, and decision-making.
Above all, I find fulfilment in witnessing people grow, especially when I've had the privilege of seeing them progress from humble beginnings to achieving something meaningful. Those experiences constantly remind me that every career journey has a story worth understanding.
Q As a speaker at #TotalRewardsMY, what do you hope attendees will take away from your session?
I hope attendees leave with more than just new ideas — I hope they leave with a different perspective. Throughout the conference, every speaker will be sharing experiences, lessons and insights from their own professional journeys. My hope is that these conversations encourage leaders to reflect, challenge their own thinking, and perhaps try something differently within their own organisations.
Ultimately, every workforce decision has the potential to shape someone's career, motivation and experience at work. If our collective experiences inspire even one positive change that improves the lives of others, I believe the conference will have achieved its purpose.
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 Mary Ann Bundukin. 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!
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