Asma Malik Email & Phone Number

San Jose, Ca, Us

• Established Compensation Foundation for the company including Compensation Philosophy, Policy, Procedures & Guidelines, Salary Structures for USA (multiple regions), China, Taiwan & UK.• Validated benchmarks & revised for all jobs as needed for all job families in the company. Maintained job classification, leveling and title structures to drive consistency and transparency across compensation programs.• Established salary ranges for 2024 for the company. Conducted test analysis on ranges for total cost to the company estimate before global implementation. • Developed compensation models, conducted analysis, and analyzed trends in compensation, proposed revisions as needed.• Enhanced data integrity & validity by extensive auditing and revising existing compensation data and employee data in Workday (in collaboration with HRIS team)• Assisted with Pay Equity Project – data accumulation/data cleanup, analysis and presentation. • Conducted job evaluation, analysis and market pricing for new positions, job changes, or re-evaluation of existing jobs, as needed for highly specialized roles. Assisted with offer evaluations for internal (peer) and market equity. • Conduct ad hoc compensation analyses and projects as needed.

• Competitive market analysis and research to support compensation decisions and program recommendations to ensure competitive position (internal/external).• Career Ladders established/proposed for the job families in DSOE (Data Science and Operational Excellence) organization, as well as at the new/upcoming Production Facility for BeiGene in the US. • Reviewed job descriptions and provide Job Leveling guidance.• Participation in Radford annual global compensation surveys, in Americas and Europe.• Performed as an internal consultant with BeiGene's business areas and advised on various compensation issues, such as job evaluation, FLSA exemption reviews as needed, compensation analyses and related issues.• Responsible for market analysis, grading/leveling and classification of all new and modified roles in the Americas and some in EMEA.• Prepared reports and perform extensive analysis of compensation data. Maintained Pay Transparency data ranges.• Assisted HRIS team with auditing data during the annual compensation planning process.

San Ramon, Ca, Us

• Annual Merit, Quarterly MBO, etc. processes (all manual in Excel from launch to roll up) for Global locations.• Analyzed and established compensation structures for new entities in Germany and Portugal (salary ranges, recommendations on cash components including car and other allowances, bonus, etc.)• CEO Pay Ratio Disclosure Project (for 2021 Proxy, worked with Compensia)• Compensation Committee presentation material (compensation related section only with base, bonus, equity)• Benchmarked and graded brand new positions worldwide. Established brand new compensation structures for Germany and Portugal.• Advised on comp-related matters such as strategic new hire comp, domestic and global transfers & promotions.• Sales job families review. Benchmarked, analyzed & updated base/commission splits as needed, etc.

• Global Compensation (25 countries): Americas, EMEA and APAC Salary ranges updates & revision for FY22. Ongoing benchmarking & updates to include new job families. Salary ranges & job profile creation & updates in Workday.• Revised India compensation structures for sales and non-sales positions with detailed review to stay competitive. • Equity budget established for 2H, 2021 for open positions. (after company went public in June)• Employee data audit and Job Profiles audit for discrepancies and updates, input into Workday.• Job architecture for the Software Engineering job family. • Radford & Willis Towers Watson Compensation Surveys annual participation with data submission.• Misc. ad-hoc compensation projects including audits, compensation structures revisions, etc.

Redwood City, California, Us

• Served as a subject matter expert across the organization in addressing compensation issues including pay-for-performance, internal equity, new hires, promotions and transfers.• Compensation resource on the design, implementation, and administration of global compensation programs, including (new and existing) incentives. Proposed equity equivalent cash alternatives for countries where offering equity is not feasible or recommended due to tax or other regulatory implications.• Worked closely with comp team, HRBPs, employees, and leaders in developing compensation function and programs. Partnered with People Operations, Counsel (Legal), Finance, and our other internal clients on systems, data, and processes for all areas of compensation.• Participated in Radford Survey with 2021 annual input. • Coordinated activities around survey participation, structure development, job matching, new program design. • Audited & prepared FLSA and EEOC data for reporting, also worked on other ad hoc data audits and analyses.• Using relevant market data. conducted analysis and provided recommendations for the design of salary structures, leveling systems, and other comp-related projects. Established brand new comp structures for China, Australia and New Zealand.• Partnered with TA Team and HRBP on company’s expansion initiatives, inclusive of direct hires, conversions; transfers and promotions. Processed over 200 offers for Q1, 2021.• Assisted with new policies (Sign-on Bonus, etc.) and also documented various compensation processes in detail.

• Compensation education – created a library of slides for managers, recruiters & employees reference. • FLSA review, audit and re-classification project. • Global Salary Range creation (29 countries) and Car allowance recommendations for Sales Engineers (SE) & Sales Account Managers (SAM) for FY20/21.• Ongoing compensation analysis/projects of varied nature, job leveling and evaluation, offers, promotions, etc.• Workday audit/testing with HRIS team before Annual Salary Review launch. Chemsoft data audit. (sales)• New Hire & Ongoing Equity Guidelines with Geo-differentials in APAC and EMEA countries. • Reviewed and validated OTE ranges for sales and Bonus Target for non-sales positions for FY21.

San Jose, Ca, Us

• Aligned compensation strategy with company’s Total Rewards Philosophy. • Job Architecture Project - Created Compensation foundation/framework for the company while consolidating all job families globally. • Established Salary Ranges for 12 countries (both sales and non-sales) • Budget benchmarking and created annual focal budgets by country, also assisted with merit planning process. • Created training materials for HR Team to utilize compensation structures moving forward. • Advised Staffing and HR on compensation matters and assisted with ongoing benchmarking for new and existing positions for market competitiveness and for maintaining internal equity. • Multiple ad-hoc projects and analysis, compensation reviews, participation in global meetings, etc.

South San Francisco, California, Us

• Supported 5 Principal Compensation Managers team with a variety of compensation projects and presentations.• Job evaluation and leveling for re-orgs, brand new or re-leveling of the existing positions. (all job families)• 2017 Focal Analysis & Presentations, Evaluation and Reporting. • Misc. compensation analysis for hiring practices by compa-ratio, function, level, location, etc.• Market pricing of new jobs using comp tool ‘Rewards’ (Towers Watson’s compensation tool)

Mountain View, California, Us

• Equity Budgets for Focal, New Hires, etc. for next Fiscal year. • Variety of Equity Analysis. Reporting related to equity comp, baseline understanding.• Executive Equity Analysis and Statements for Senior Leadership Team. • Operational items (monthly equity grant files), pull reports, data audits for accuracy, etc..• Analysis related to critical comp for Sr. Executives. • Excel modeling (equity testing models for the next year grants), pivot tables, vlookups, taking data and slicing/dicing, creating charts graphs.

Redwood City, California, Us

• Created Salary Structures for 25+ countries in Americas, EMEA and APAC for 2017.• Annual Salary Budget Planning & Annual Focal Compensation Planning• Compensation analysis, assessments and recommendations.• Participation in salary surveys including Radford & Comptryx• Participation in M&A process from compensation perspective, job analysis and integration, compensation plans evaluation, etc.• Coordination with HRIS team on various audits and system testing from comp perspective

Palo Alto, Ca, Us

In my HR Management career I worked for small tech companies (including a couple of startups) in the Silicon Valley, California, with sole responsibility for all HR functions in the company. These functions included compensation, recruitment, HRIS implementation and maintenance, employee relations, performance management and annual review cycles, programs and policy development, compliance reporting (EEOC, FLSA) and coordination of compliance trainings for managers and employees, HR Metrics, etc.

Master Of Public Administration - Mpa, Public Administration

Master Of Public Administration - Mpa