Team Member - Compensation and Benefits

Key Result Areas

Supporting Actions

Implementation of Performance Management practices

• Drive performance management practices in the Organisation in line with the laid down processes
• Drive key milestones of performance management on HRIS like goal setting, mid year review and year end appraisal in a timely manner and also ensuring quality
• Liaise with functional heads, business leadership and HR BP team to ensure smooth and timely compliance with system
• Coordinate with training for educating employees on Performance Mgt online systems
• Audit of Goal Setting and performance reviews for ensuring quality of Goals as well as quality of employee and manager inputs
  
  

Implement Compensation & Benefit Practices

• Implement compensation practices linked to salary structure, benefits, variable pay plan with a focus on continuous improvement
• Ensure all employees compensation and benefit scheme are applied properly and provide solutions on specific compensation related cases
• Gathering & Analyzing competitor data and related insights by participating in Compensation Benchmark Surveys as well as from other sources
• Assisting in designing and Implementation of variable pay plan and LTIPs and effectively manage the compensation pay mix to keep overall compensation attractive as well as cost efficient
• Roll out of any other rewards programme including Deferred Compensation Plans
• Manage the administration of ESOPs and employee benefit programs, including grant allocation, vesting, exercise, lapse tracking, and related governance activities.
  
  

Execute Annual Compensation Revision process for Onroll and Offroll employees

• Assist in preparation of compensation-related proposal and salary increments simulations to facilitate compensation decisions.
• Execute Annual and Mid Term compensation revision (increments)
• Implement digitization initiatives on performance management as well as compensation review process
  
  

Implementation of Strategic Workforce Planning

• Liaise with key stakeholders on preparation of SWP data including data on projection of key organizational metrics
• Lead compensation cost planning and forecasting, ensuring accurate budgeting and workforce cost projections, while partnering closely with Business Finance and other stakeholders for financial planning and analysis.
• Work along with C&B Head in revisiting key organizational metrics for role categories
• Maintain data in SWP template and share results with key stakeholders to manpower planning related decisions
  
  

Job Analysis & Evaluation

• Manage the Job evaluation process
• Ensure role clarity across the organization by overseeing creation of the Job Descriptions of all positions to carve out the competency framework and aid the Job Evaluation process.
• Educate internal audiences on job evaluation and its impact