Senior Compensation Manager

Senior Compensation Analyst/Manager
Location: Vadodara or Bangalore, India (In-person only)
Business Unit: People & Talent- Shared Services
Scope: Global (US, India, LATAM)
About the role
Aditi Consulting is building out its compensation function, and we're looking for a Senior
Compensation Analyst to own the analytical and advisory work behind how we pay
people globally. You'll be the person who understands what's actually happening in the
technology talent markets where we operate, India, the US, and LATAM, and translate
that into salary bands, positioning decisions, and pay recommendations the business
can act on.
Because we're an engineering services business, compensation here is inseparable
from an understanding of technology profiles: what a cloud engineer, data scientist, or
solutions architect is worth in each of our markets, how quickly those rates are moving,
and how that affects both our internal pay structures and our client-facing pricing.
What you'll do
Market analysis and benchmarking
Analyze compensation trends across our three primary markets (India, US,
LATAM), with a focus on technology and engineering roles.
Benchmark roles against relevant survey and market data; assess data quality
and reconcile conflicting sources rather than accepting them at face value.
Evaluate the sources available to us published survey data, paid
subscriptions, public and crowdsourced datasets, recruiting intelligence, and our
own internal placement and offer history and recommend the right mix of tools
and data feeds to represent market salaries accurately in each geography. Own
the business case for any paid sources, and be clear about where each source is
reliable and where it needs to be triangulated against others.
Track salary band movement, rate inflation, and demand shifts in specific
technology skill areas, and flag where our structures are falling behind the
market.
Monitor currency movement and cost-of-labor differentials across geographies
and assess the impact on band design and total cost
Job architecture and evaluation

Maintain and evolve our global job architecture so it continues to work across
practice areas and geographies as the business changes
Evaluate and level new and existing roles consistently, and document the
rationale
Map roles to the appropriate market benchmarks, including for hybrid or
emerging technology profiles that don't match a clean survey match
Salary structures and positioning
Maintain and recommend adjustments to salary ranges and bands by market and
job family, including the refresh cadence and the triggers for an off-cycle review
Advise on salary positioning strategy where we choose to pay relative to
market, and why
Recommend the source or blend of sources that should anchor each band, and
document the methodology so positioning decisions are defensible and
repeatable
Model the cost of structure changes, band adjustments, and merit or
market-correction cycles
Internal equity and pay decisions
Run internal equity analyses and surface compression, inversion, and outlier
issues with recommended remediation
Review offers, promotions, and adjustment requests against band placement and
internal comparators, and provide clear guidance to recruiters, People Business
Partners, and hiring leaders
Support annual compensation cycles, including planning inputs, guidelines, and
manager-facing materials
Partnership and enablement
Act as the compensation subject-matter expert for People & Talent, Recruiting,
and business leadership
Translate analysis into recommendations non-specialists can use; explain
trade-offs rather than only presenting data

Use AI tooling to make compensation work faster and more consistent
automating repetitive analysis, standardizing job documentation, and producing
first-draft market summaries for review
Build reporting and dashboards that give leadership visibility into pay
competitiveness and cost
What you'll bring
Required
10+ years of experience in compensation analysis, market/rate analysis, or a
closely related field, with meaningful exposure to technology roles
Demonstrated understanding of technology talent profiles you can look at a
requisition for a data engineer or an SRE and have a view on what the market
pays and why
Experience with LATAM and/or US compensation specifically, in addition to India
Hands-on experience with job architecture, job evaluation, and salary band
design and maintenance
Experience with market benchmarking methodology and compensation survey
data; comfort judging when a data source is reliable and when it isn't
Strong analytical and modeling skills in Excel (advanced formulas, pivot tables,
scenario modeling)
Ability to communicate findings and recommendations clearly to recruiters, HR
partners, and senior leaders
Preferred
Experience in a consulting, staffing, professional services, or IT services
environment
Comfort using AI tools to accelerate analytical work for example, using Claude
or similar assistants to summarize survey data, draft job documentation,
sanity-check models, or reconcile inconsistent benchmark sources.
Familiarity with HRIS and compensation tooling (Rippling or similar)
Exposure to bill rate, margin, or pricing analysis in a services context
CCP or progress toward it

What success looks like
First 30 days You understand our practice areas, role taxonomy, entities, and
existing bands. You've reviewed the current structures against market data and
identified which roles and geographies are furthest out of date.
First 60 days Priority bands are refreshed and validated against current market data
for our core technology roles. You're the go-to reviewer for offers, promotions, and
adjustment requests, and recruiters and People Business Partners know when and how
to loop you in.
First 90 days A recurring maintenance cadence is in place market monitoring,
band review triggers, and regular reporting to leadership on pay competitiveness by
market. Compensation is a routine input to hiring and retention decisions rather than a
reactive check. You've completed the first internal equity pass and surfaced any
compression or outlier issues with recommended remediation.