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  • Total Rewards · Fractional CHRO

Resideo

Total Rewards Leadership for APAC Region

Headquarter

Scottsdale, Arizona

Employees

10,000+ (Global)

Sector

Consumer Electronics

Duration

10 months

Challenge

Critical leadership vacuum in APAC Total Rewards

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Vipin and the InvokHR team supported us on a ten-month long assignment for the Asia-Pacific region covering all aspects of market insights, compensation planning, and benefits management. Vipin brings deep domain expertise in Total Rewards and understands the Asia-Pacific region well. InvokHR’s consulting knowledge helped us manage through key project deliverables.

Erich Barnes

Vice President Total Rewards
Resideo

The Challenge

A Critical Void — With No Playbook and No Successor

When Resideo’s Total Rewards leader for the Asia-Pacific region went on an emergency leave, it left a critical void that the organization wasn’t prepared for. She had held this role for nearly three decades — she was the institutional knowledge for APAC rewards. There was no internal succession, no documented playbook, and no one who could step in with the depth the role demanded. The hard reality of Total Rewards is that the calendar doesn’t stop. Insurance renewals, compensation cycles, benefits closures, compliance deadlines — these don’t pause for a leadership absence. With obligations across India, China, Singapore, and South Korea, Resideo needed senior expertise in the seat, immediately. That’s when they brought in InvokHR.

Our Approach

Full-Function Interim Management — Not Advisory

InvokHR deployed a focused two-member senior team — an India Project Lead and a Singapore-based team member — to immediately assume ownership of the APAC Total Rewards function. Rather than a phased advisory model, this was full-function interim management: working directly alongside Resideo’s global and regional HR heads and business leaders across a structured ten-month engagement. The work was organised in clear phases:

1

Stabilization & Foundation

  • Developed Market Reference Points (MRPs) for APAC roles across China, South Korea, and Singapore
  • Managed India group insurance renewal end-to-end
  • Initiated the Gratuity Trust update process for India

2

Compensation Cycle Execution

  • Led the annual compensation cycle closure for the APAC region
  • Managed the Flexible Benefits Plan (FBP) closure for India
  • Supported HR teams on high-value and sensitive offer approvals across markets

3

Job Architecture Transition

  • Executed a comprehensive job architecture project — all new job codes and employee records updated in Oracle, with downstream systems validated and functional
  • Clean-up of existing job codes and titles in preparation for the April 2021 implementation
  • Reviewed title implications for all APAC employees

4

Handover & Transition

  • Compiled and handed over all documentation
  • Structured a clean transition back to the client team, ensuring no knowledge loss

Delivered Value

Zero Disruption. Every Deadline Met.

Over ten months, InvokHR ensured there was zero disruption to Resideo’s APAC Total Rewards function during a period of acute leadership absence. Every planned rewards cycle was executed on time. Every regulatory and compliance deadline — insurance renewals, gratuity trust updates, wage code transitions — was met. The job architecture migration into Oracle was delivered cleanly, with all downstream systems validated and operational. More significantly, InvokHR brought what a typical interim hire could not: practitioner-level expertise across India, China, Singapore, and South Korea, deployed immediately, with no ramp-up time. The engagement demonstrated that critical rewards capability — even at a regional leadership level — can be reliably outsourced when the right expertise is in place.

Tips & Best Practices

What This Engagement Taught Us

Deploy Seniority from Day One

In a leadership vacuum, the first hire matters most. Bringing in a practitioner with regional expertise eliminated the learning curve entirely.

Structured Execution Over Advisory

A clear ten-month work plan with defined phases ensured accountability and client confidence throughout the engagement.

Local Presence, Regional Ownership

Having team members based in India and Singapore meant ground-level execution — not remote consulting from a different time zone.

Transition as a Deliverable

Treating the handover as a formal project milestone ensured sustainable knowledge transfer and zero dependency on InvokHR post-engagement.

Facing a leadership gap in your HR or Total Rewards function? Let’s talk about how InvokHR can step in — with the seniority and expertise to keep your people agenda moving.
Talk to our experts

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