Life @ CapitaLand
Building a Career at CapitaLand
CapitaLand focuses on hiring a strong and diverse pool of talents internationally, while continually growing and developing their skills and competencies through various internal training programmes.
Cultivating a strong workforce
At CapitaLand, we believe that our company is only as extraordinary as its people. The people are the ones who contribute greatly to a company’s culture and its success, and this is why we focus on hiring the best people internationally, and have programmes for continual learning and development at all career stages.
As one of Asia’s largest real estate companies, we have established operations and businesses in countries across the Americas, Europe and Asia Pacific. We are an international company with employees from all around the world, and we embrace diversity and inclusivity, regardless of gender, race, culture, nationality and family status.
Our success is built on the strengths of our strong infrastructure and our workforce which consists of more than 12,000 employees in over 20 countries. One of our key focus areas is to develop competency in diversity management in our global talent base. Through our international recruitment and development programmes, we are developing more local talents to lead our businesses in our overseas locations.
CapitaLand is committed to creating valuable workplace for all employees as it realises its vision to be a leading global enterprise that enriches people and communities through high-quality real estate products and services.
Building The Most Desired Company
Over the years, we have received many awards in recognition of our commitment to business excellence and sustainability. We are grateful and thankful, and know that these achievements would not be possible without the hard work and contributions of our talented and diverse pool of international employees. View our full list of awards here.
As a multinational company headquartered in Singapore, we stand by our credo 'Building People. Building Communities.' This philosophy has helped us to manage a footprint that spans over 110 cities in more than 20 countries.
We are always on the look-out for high calibre people with strong potential to support us, and grow with us as we build a lasting and prosperous real estate company. Our belief is that while bringing in the best people is an important first step in our talent management strategy, bringing out the best in them is just as important.
To further support our goals, we have our own training institutes - the CapitaLand Institute of Management & Business (CLIMB) and Ascott Centre for Excellence (ACE). These internal training centres provide programmes for continual learning and skills development, and ensure more focused, systematic and consistent human resource development.
Rewards and Recognition
We offer our people an attractive total remuneration package comprising market-competitive salary, performance bonus and generous benefits. Additionally, employees at management-level grades may be eligible for performance-based share awards under the Group’s share incentive plans.
The key compensation programmes of the Group are designed to support the Group’s vision, mission, strategy and core values, as well as be consistent with the following principles:
- Aligned to the business of the Group
✓ Build sustainable value creation and drive wealth-added to align with longer term shareholder interests.
✓ Provide sound, structured funding to ensure affordability and cost-effectiveness in line with performance goals.
✓ Enhance retention of key talents to build strong organisational capabilities – people, processes, products and services working together to deliver a competitive advantage to the business.
- Motivate the right behaviours
✓ Pay for performance – align, differentiate and balance rewards according to multiple dimensions of performance.
✓ Strengthen line-of-sight linking rewards and performance goals.
✓ Foster Group-wide interests to recognise the interdependence of the various business units and drive superior outcomes.
- Fair and appropriate
✓ Ensure that compensation is competitive relative to the appropriate external talent markets to facilitate attracting, retaining and motivating a highly-skilled global workforce.
✓ Manage internal equity so that remuneration systems are viewed as fair across the Group.✓
Significant and appropriate portion of pay-at-risk, taking into account risk policies of the Group, with payouts symmetrical to risk outcomes and sensitive to risk time horizons.
- Pragmatic and effective implementation
✓ Maintain rigorous corporate governance requirements.
✓ Flexibility to respond to strategic/dynamic business needs and practical implementation considerations.
✓ Facilitate employee understanding to maximise the value of the compensation programmes.
Balance and Wellbeing
We encourage our people to be actively mindful of their health, family and work-life balance.
- Flexible work arrangements are available to support employees with family and other commitments outside of work, subject to business needs.
- Comprehensive flexible benefits provide a wide range of options that allow our employees to select and customise the medical and insurance coverage according to their needs.
- Regular talks and workshops on a variety of topics are organised to help employees better manage their health, finances and lifestyle.
- Our people can also enjoy deeply-discounted employee rates at selected Ascott serviced residences around the world.