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She talks about why rewards leaders need to combine AI proficiency with deep empathy — and how flexibility and personalisation are shaping a smarter, more human approach to total rewards.
As employee expectations shift and workforces become increasingly diverse, one compensation & benefits (C&B) trend that stands out for Reena Talla (pictured above), Employee Experience Service Lead, Kerry Group is flexibility and personalisation. "Offering flexible benefits that allow employees to choose what best suits their individual circumstances is becoming increasingly important," she shares. From flexible working arrangements to customised wellness programmes, this approach enhances engagement, loyalty, and performance.
But delivering this kind of tailored experience at scale requires more than good intent — it calls for a blend of strategic thinking, strong analytics, and empathy. "AI proficiency is becoming increasingly important for rewards leaders," she notes. "Understanding how to leverage AI tools for predictive analytics, personalised rewards, and employee engagement will be a key differentiator."
As the Employee Experience Service Lead for Asia Pacific, Middle East & Africa, and Europe at Kerry, Reena drives strategic initiatives that ensure a seamless and enriching work environment for employees across the regions, supporting Kerry’s vision to be the first choice for the best talent.
From implementation of innovative programmes designed to support employee wellbeing, to nurturing a culture of inclusivity and belonging, her priority is to enhance employee engagement, satisfaction, and the overall employee experience.
Looking at rewards, she believes the future of total rewards lies not in choosing between tech and human connection — but in integrating both to meet the evolving needs of the workforce. She elaborates on this and more in conversation with Sabarish Prasad, in the lead-up to #TotalRewardsAsiaSummitMY 2025.
Q How has the role of rewards in talent attraction and retention strategies evolved over the last five years, especially in the APAC region?
Over the past five years, the role of rewards in talent attraction and retention strategies in the APAC region has undergone significant transformation. Traditionally, rewards were primarily focused on financial compensation and benefits. However, the evolving workforce dynamics and the increasing importance of employee experience have shifted the focus towards a more holistic approach. Companies are now integrating rewards with career development opportunities, work-life balance, and personalised recognition programmes.
This shift is driven by the need to attract and retain top talent in a competitive market, where employees seek more than just monetary benefits. The emphasis is now on creating a compelling employee value proposition that aligns with the diverse needs and aspirations of the workforce.
Additionally, the integration of artificial intelligence (AI) has revolutionised the rewards landscape. AI-driven analytics enable organisations to personalise rewards and recognition programmes, predict employee engagement, and identify flight risks. By leveraging AI, companies can offer tailored rewards that resonate with individual employees, thereby enhancing satisfaction and retention.
Q What is one C&B trend that you believe is powerful enough to stay for the long term?
One compensation & benefits (C&B) trend that is powerful enough to stay for the long term is the focus on flexibility and personalisation. As the workforce becomes more diverse, employees' needs and preferences vary significantly. Offering flexible benefits that allow employees to choose what best suits their individual circumstances is becoming increasingly important.
This trend includes flexible working arrangements, personalised health and wellness programmes, and customisable benefits packages.
By providing employees with the autonomy to tailor their rewards, organisations can enhance employee satisfaction, engagement, and loyalty. At Kerry, we offer flexible benefits in certain countries as well as flexible working arrangements in most.
Q As a seasoned rewards/HR professional, what do you believe are the most important traits for rewards leaders of today and the future?
The most important traits of rewards leaders of today and the future include strategic thinking, adaptability, and empathy.
Strategic thinking is crucial as rewards leaders need to align compensation and benefits strategies with the overall business objectives and long-term goals. Adaptability is essential in a rapidly changing business environment, where leaders must be able to pivot and innovate in response to new challenges and opportunities.
Empathy is vital for understanding and addressing the diverse needs of the workforce, fostering a culture of inclusivity and engagement. Additionally, strong analytical skills and a data-driven approach are important for making informed decisions and demonstrating the impact of rewards programmes.
AI proficiency is becoming increasingly important for rewards leaders. Understanding how to leverage AI tools for predictive analytics, personalised rewards, and employee engagement will be a key differentiator for future leaders in this space.
Q To end on a lighter note, what are the biggest misconceptions people have about total rewards?
One of the biggest misconceptions people have about total rewards is that it is solely about salary and bonuses. In reality, total rewards encompass a wide range of elements, including career development opportunities, recognition programmes, health and wellness benefits, work-life balance initiatives, and more. Another common misconception is that total rewards are static and one-size-fits-all. In fact, effective total rewards strategies are dynamic and tailored to meet the evolving needs of the workforce, ensuring that employees feel valued and motivated.
With the advent of AI, another misconception is that technology will replace the human touch in rewards programmes. On the contrary, AI enhances the ability to deliver personalised and meaningful rewards, making employees feel more valued and understood.
Q What are you most looking forward to in your speaking engagement at #TotalRewardsAsiaSummitMY?
I am most looking forward to sharing insights and engaging in meaningful discussions with fellow HR and rewards professionals at the #TotalRewardsAsiaSummitMY. This event provides a unique platform to explore the latest trends, challenges, and best practices in the field of total rewards. I am excited to present on the topic of "Global mandates vs local requirements: Streamlining rewards operations and strategies across regions," and to exchange ideas on how we can create innovative and impactful rewards programmes that drive employee engagement and organisational success.
Additionally, I am eager to learn from the experiences and perspectives of other industry leaders, and to build connections that will foster collaboration and growth.
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!
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