Manager - Performance & Rewards

About Shalina Healthcare:

We are one of the largest, privately owned pharmaceutical businesses across Africa (Global Head Quarters - Dubai, UAE) with recent forays across multiple, new lines of businesses, viz., Digital Healthcare, Diagnostics, Consumer Healthcare, etc.

Over the last 40 years, operating across multiple geographies, we have made it our mission to provide quality medicines to those who need it the most. We manufacture and distribute branded prescription and over-the-counter pharmaceutical and consumer products, across a broad range of therapeutic groups, including anti-malarial, antibiotics, anti-inflammatory, respiratory, gastrointestinal, nutrition, oral care, dermatology, sexual well-being, and antiseptic liquids & soaps. Leading brands, great teams and a focus on influencing the well-being of people have made Shalina a household name in Africa.

We have a track record few can match, and our brands are among the most trusted in Africa. We are proud of our history and have big ambitions for the future. Our vision for 2030 is to be the health champion of Sub-Saharan Africa.

To achieve this, we are looking for the right people to join us and create a lasting impact not just within our company but on the communities that we serve; people who identify with our Core Values and are as passionate about our Mission as we are.

Role: Manager - Performance & Rewards

Base location: Andheri, Mumbai

Reports to: Head Performance & Rewards

What you become a part of:

This role is the execution engine behind Shalina's performance, rewards and people analytics agenda. Working directly with the Head Performance & Rewards, the incumbent will run the annual performance management cycle end-to-end, execute the annual reward cycle and sales incentive schemes, build the monthly people dashboards that leadership uses to steer the business, and drive special projects that shape how Shalina measures and rewards performance.

It is a hands-on, deadline-driven role. The person will be close to the data, comfortable in the detail, and able to hold a global process to timeline across multiple geographies and Organizational Units (OUs). Design direction is set with the Head Performance & Rewards; this role makes it happen, accurately and on time.

What to expect:

1. Performance Management:

- Run the annual performance management cycle end-to-end across all OUs - goal setting, mid-year review, year-end appraisal, calibration and moderation - to published timelines.

- Administer the cycle on the HR system and drive completion through structured follow-up with OU HR and line managers.

- Prepare calibration and moderation packs - rating distributions, cross-OU comparisons, outlier analysis - so that leadership can decide from clean data.

- Track cycle progress, publish completion scorecards, and escalate slippage early.

- Refresh goal-setting templates, rating guidelines each cycle in line with business priorities.

- Land the process with users: manager briefings, FAQs, toolkits and helpdesk support through the cycle.

2. Rewards & Compensation:

- Execute the annual salary review and bonus cycle: build and issue templates, manage budget allocation and control, model scenarios, validate manager inputs, prepare approval packs and generate letters.

- Administer short-term incentive schemes - eligibility, computation, validation and payout, coordinated with Finance and Payroll.

- Own sales incentive schemes for field forces across geographies: model scheme options and payout curves, run monthly/quarterly computation, validate against sales data, publish achievement and payout reports, and resolve queries and disputes.

- Build offer, retention and out-of-cycle pay proposals with cost modelling, and test them against policy and internal parity.

- Ensure compliance with regulatory requirements and internal policy across all performance and compensation activities.

3. Analytics and Reporting:

- Build and publish the monthly people dashboard - headcount, manpower cost, movement, attrition, span and layers, vacancy and cycle progress - accurate and on time, every month.

- Maintain productivity and organization structure analytics: org charts, manpower productivity ratios by channel and country.

- Support the Annual Operating Plan: manpower budgeting and phasing, salary cost projection, increment and incentive provisioning, and variance tracking against plan through the year.

- Build ad-hoc analyses and scenario models to answer leadership questions - cost of a policy change, impact of a structural change, drivers of attrition and cost.

- Convert analysis into a point of view: every recurring report ends in observations and recommendations, not just numbers.

- Own the integrity of the people data behind these outputs: reconcile with OU HR, Finance and Payroll, and fix root causes rather than symptoms.

4. Special Projects:

- Lead or support discrete projects on the performance and rewards agenda - for example incentive scheme redesign, policy harmonisation across geographies, or a productivity review.

- Run projects hands-on: scoping, plan, stakeholder mapping, data gathering, options with costed recommendations, implementation and post-implementation review.

- Assist in preparing leadership and board-level pre-reads on performance and reward matters.

Essential qualifications, experience and skills:

- Postgraduate degree or diploma in Human Resources or Management (MBA / MHRM), or a related analytical discipline.

- 5+ years of experience in HR, of which at least 3 years in performance management or/and compensation. Pharma, FMCG or another field-force-heavy business is an advantage.

- Demonstrated hands-on ownership of full annual performance cycle(s) and a full annual reward cycle(s).

- Strong analytical skills with experience in HR analytics, data visualization, and reporting.

- Working knowledge of a core HRMS (SuccessFactors, Darwinbox, Workday, Oracle HCM or similar), specifically the performance and compensation modules.

- Ability to translate data into a clear recommendation, and to defend it with senior stakeholders.

- Meticulous attention to detail - reward and payout numbers must be right the first time.

- Strong written and verbal communication, with the ability to present complex numbers simply to non-technical and senior audiences.

- High personal ownership and follow-through; able to run multiple parallel workstreams to hard deadlines without being chased.

- Strong interpersonal skills with the ability to build relationships and influence stakeholders at all levels of the organization, including across geographies and time zones.

- High integrity and discretion in handling confidential compensation and performance data.