ASSOCIATE MANAGER PEOPLE PRACTICE - Compensation and Benefits

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Copilot said:

Job Description: Compensation Analyst / Compensation Specialist

Department: People Practice (HR)
Location: Bengaluru / Hyderabad / Chennai / Pune
Experience: 3 to 8 Years

About the Role

We are looking for a highly analytical and detail-oriented Compensation Professional to join our People Practice team. The role will be responsible for designing, analyzing, and administering compensation programs that support business objectives, attract top talent, and ensure internal and external pay competitiveness.

The ideal candidate should have strong expertise in compensation benchmarking, salary structures, pay reviews, incentive plans, job evaluation, and compensation analytics.

Key ResponsibilitiesCompensation & Benchmarking

• Conduct compensation benchmarking using market survey data and industry trends.
• Analyze salary structures, pay ranges, and compensation competitiveness.
• Support annual compensation review cycles including merit increases, promotions, and market corrections.
• Provide compensation recommendations for new hires, internal movements, and retention cases.
• Ensure alignment of compensation programs with organizational goals and market practices.

Compensation Analytics

• Prepare compensation dashboards, reports, and workforce analytics.
• Analyze compensation data to identify trends, pay gaps, and improvement opportunities.
• Support budgeting and forecasting activities related to employee compensation.
• Generate insights for leadership on compensation effectiveness and workforce costs.

Job Evaluation & Grading

• Participate in job evaluation exercises and job architecture initiatives.
• Ensure role leveling and grading consistency across the organization.
• Assist in maintaining compensation frameworks and salary bands.

Stakeholder Management

• Partner with HR Business Partners, Talent Acquisition, Finance, and Business Leaders on compensation-related matters.
• Provide data-driven insights and recommendations for talent attraction and retention.

• Support offer approval discussions and compensation negotiations for critical hiring.

  CTC Governance

• Designing and maintaining salary structures and compensation frameworks
• Ensuring compliance with minimum wage laws, statutory regulations, and company policies
• Managing salary revisions, promotions, and annual compensation reviews
• Monitoring compensation parity and internal equity
• Reviewing compensation approvals and exception management
• Preparing compensation reports, dashboards, and governance metrics

Compensation Automation

Key responsibilities include:

• Automating salary fitment and compensation calculations
• Streamlining offer generation and approval workflows
• Maintaining compensation data within HRMS systems
• Developing salary calculators and compensation models
• Automating compensation letters, revisions, and reward processes
• Improving data accuracy and reducing manual intervention
• Creating reports and dashboards for compensation analytics

Required Skills

• Strong understanding of Compensation & Benefits practices.
• Experience in salary benchmarking and market intelligence.
• Expertise in compensation analysis and advanced Excel.
• Strong analytical and problem-solving skills.
• Experience in compensation surveys (Mercer, Aon, WTW, Radford, etc.).
• Knowledge of job evaluation and grading methodologies.
• Excellent stakeholder management and communication skills.
• Attention to detail and high level of data accuracy.

Preferred Skills

• Experience in technology/IT services organizations.
• Exposure to incentive design and sales compensation plans.
• Knowledge of HRIS systems such as Workday, SuccessFactors, Oracle HCM, or SAP HR.
• Power BI/Tableau reporting experience is preferred.

Education

• MBA/PGDM in Human Resources, Finance, Business Analytics, or related discipline.
• Certifications in Compensation & Benefits will be an added advantage.

Success Metrics

• Improved compensation competitiveness and pay equity.
• Timely completion of annual compensation review cycles.
• Data-driven compensation recommendations.
• Effective stakeholder satisfaction and governance compliance.