Compensation Strategist

Job Summary:

As a key member of the Group Rewards team, the Hr Manager will play a crucial role in co-managing the Group Compensation Strategy across the organization. This involves designing, overseeing, and ensuring the implementation of the strategy, as well as acting as an advisor on all Rewards and organization design aspects to HRBPs and business managers.

• Co-manage the organization-wide annual pay planning process (salary and bonus) and all steps in the process thereof.
• Responsible for external market compensation benchmarking surveys - participation, analysis, and action planning.
• Research, analyze, and develop competitive market benchmarking for compensation structures for various Business Units using compensation reports and other data sources.
• Responsible for the design and review of Business Unit specific short-term incentives/variable pay.
• Collaborate closely with the HR business partners and recruitment teams to facilitate attraction, motivation, and retention of talent.
• Support staffing activities by conducting job evaluation, competitive benchmarking, and structuring of new hire and promotion offers.
• Analyze internal rewards data and effectiveness of compensation programs.
• Design, develop, and review reward policies, guidelines, and procedures to be consistent with company objectives.
• Co-manage various ongoing Compensation and Benefits automation projects.
• Actively participate in any other ongoing C&B projects from time to time.
• Network with peer organizations to compare reward practices and make recommendations as necessary.
• Manage the development of the Organization structure and analyze all proposed changes in organization charts to ensure its alignment with Organization's strategy and business objectives.
• Review the organization structure periodically and make recommendations to improve the same, thereby enhancing organizational effectiveness.

• Bachelor's degree in Business Management/Human Resources or associated field.
• MBA/Master's degree in relevant field will be an added advantage.
• 7 to 10 years of relevant experience in Human Resources, of which at least 2 to 3 years should be in a team lead role handling Compensation, Incentive design, Benefits, Policies, Strategic Workforce Planning in a large and multi-business organization.
• Strong functional knowledge and concepts.
• Excellent ability to understand business needs and translate them into well-structured business enabling HR processes.
• Excellent analytical skills and detail-orientation, with expertise in MS Excel.
• Strong planning and organizing skills.
• High individual drive yet a good team player.
• Effective communication skills across hierarchical levels.
• Empathy, personal tact, and cultural awareness.
• Ability to handle very confidential information on a daily basis.