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As job roles evolve faster than traditional frameworks, Sek Fong Kan, Lead – Compensation & Benefits, onsemi, shares how clearer, fairer reward systems can help organisations balance structure with flexibility while keeping employees engaged.
Sek Fong Kan (pictured above) is Lead – Compensation & Benefits at onsemi, with over 23 years of HR experience across the manufacturing sector. She brings deep expertise in compensation and benefits, payroll management, and HR systems, with a strong track record in governance, compliance, and operational excellence across APAC. Known for her focus on process improvement and automation, she actively leverages digital tools to simplify HR complexity and drive sustainable impact.
She began her HR journey in payroll and systems, where precision and compliance shaped her foundation. Over time, she moved into total rewards, where data, business strategy, and employee experience intersect. Her key focus areas today include fairness, simplicity, transparency, and internal equity, alongside strong governance and clear communication of the “why” behind reward decisions.
For her, total rewards is not just about numbers or compensation design, but about creating meaningful, consistent experiences that truly support employees across their career journey.
This is especially relevant as she prepares to speak at Total Rewards Asia Summit 2026, Malaysia. Ahead of her session, she tells Mary Ann Bundukin that she hopes to share practical ideas on how organisations can simplify processes, improve transparency, and strengthen trust, while still maintaining governance.
Read Sek Fong's interview responses below:
Q What first drew you to HR and total rewards (TR), and what keeps you passionate about it today?
I was initially drawn to HR through payroll and systems, where precision and compliance were critical. Over time, I discovered that total rewards sits at the intersection of data, business strategy, and human impact. What keeps me passionate today is the opportunity to shape how employees experience fairness, recognition, and growth.
From leading APAC C&B operational excellence project to enabling a transparent framework, I’ve seen how the right design can build trust and engagement. For me, total rewards is not just about numbers — it’s about creating meaningful, consistent experiences that truly support employees across their career journey.
Q Can you share the core belief that guides your approach to designing rewards strategies that truly support employees?
My core belief is that rewards must be fair, simple, and transparent to the employee — while remaining robust and defensible for the organisation. In my experience, many well-designed frameworks fail because they are too complex or not clearly communicated. I focus on aligning market competitiveness with internal equity, supported by strong governance and data.
At the same time, I ensure employees understand the “why” behind decisions. When employees trust the system, rewards become more than compensation — they become a foundation for engagement, performance, and a stronger employee experience.
Q What is one common misconception about total rewards that you’d like to challenge?
A common misconception is that total rewards is purely about pay and cost management. In reality, it is a strategic lever for shaping culture, retention, and performance. Rewards influence how employees feel about their value and future with the organisation. It includes career growth, benefits, recognition, and the overall experience — not just salary. When organisations focus only on cost, they miss the bigger impact.
The real value of total rewards lies in balancing business sustainability with employee experience, and in creating systems that motivate the right behaviours while maintaining fairness and consistency.
Q Please tell us a fun fact about yourself that people may not know.
A fun fact about me is that I love learning completely new skills from scratch — especially through platforms like YouTube and RedNote. I’ve taught myself everything from growing fruit trees and vegetables to sewing, going from “no idea at all” to confidently creating something tangible.
What excites me is the journey of turning curiosity into capability. I approach these hobbies the same way I approach my work — breaking things down, learning step by step, and improving along the way. It’s a small but meaningful reflection of how I enjoy transforming complexity into something practical, whether in life or in total rewards.
Q As a speaker at #TotalRewardsMY, what do you hope attendees will take away from your session?
I hope attendees will take away some practical perspectives on how we can get the “price right” in today’s evolving environment—while also reflecting on whether our current job architecture is still enabling us, or quietly holding us back.
In many organisations, job structures have traditionally provided clarity and consistency. However, as roles evolve faster than frameworks, there may be opportunities to rethink how we balance structure with flexibility.
I hope to share a few practical ideas on how we can simplify, improve transparency, and strengthen trust while still maintaining governance.
"Ultimately, my intention is to encourage a more balanced approach, where both structure and adaptability come together to create rewards that are fair, relevant, and truly felt by employees."
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!
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