Lead - Compensation & Benefits - BPO

Areas of Responsibility & brief description / Responsibility Level:

- Responsible on a global level for compensation and benefits process that will involve compensation strategy, research and benchmarking internationally. Set policy and create the framework for the compensation structure and benefits. - Full

- Lead the development and implementation of compensation and benefit programs that are competitive, legally compliant and fairly applied and that support the business in recruiting, retaining and motivating all levels of employees in the different employment markets. - Full

- Design comp/benefit structures in line with local practices, handling compensation surveys and benchmarking on a global scale. - Full

- Evaluating C&B processes and policies to ensure they are current, competitive and in compliance with local legal and taxation rules and regulations. - Full

- Negotiate and administer healthcare and retirement plans - Full

- Responsible for end to end planning and execution of compensation budgets. - Full

- Develops and shares knowledge capital in the compensation area. - Full

- Should be able to resolve compensation issues and independently make appropriate recommendations to the management, wherever required. - Full

- Conducting reviews of current base salary levels and proposing salary changes based on job analysis, internal salary data and external market data - Full

- Lead reward due diligence with respect of new market expansions - Full

- Monitor salary structure and benefits at all times & develop competitive benefit packages - Full

- Develops and recommends proposals for the annual pay review program that take account of complex factors (e.g. position versus market, legal requirements, internal feedback, business strategies, cost to revenue ratio, budgets available, etc.) - Full

- Ensures that effective processes, automation and controls are in place to support new and existing programs. Manages programs to ensure required service levels and compliance with established parameters. - Full

- Participates in the design of effective employee recognition programs and variable pay plans that directly support the business strategy and goals - Full

- Ensures that program details are effectively communicated, managed and within approved parameters. - Full

- Ensures timely notification of job grades and supporting rationales to relevant areas and implements effective processes to ensure the grades are correctly applied and controlled. - Full

- Evaluate competitor compensation and benefits packages, creating policies and procedures; monitor the payroll interface to ensure compliance and data integrity. - Full

- Manage service agreements with established providers/consulting companies (pension actuaries, insurance companies, health care providers etc.) and ensures costs are correctly reviewed and controlled in line with the contractual terms. Ensures appropriate research and evaluation of new vendors and leads/participates in the selection process and establishment of service level agreement - Full

- Leads the development of the reward aspects of proposed programs ensuring they are correctly costed, are legal and documented etc. - Full

- Lead the manpower budgeting and forecasting process across organization. Analyze / monitor variation in staff cost vis - a - vis budgets. - Full

- Ensure personal & professional development of team members - Full

Indicative KRA’s/Budgetary and Revenue Responsibilities:

- Monitoring and ensuring controls based on actual and budgeted staff costs

- Monitor budgets pertaining to HR initiatives and employee engagement

- Structure compensation and benefits packages, and measure their success.

- Annual increment and bonus exercise

- Internal Customer Satisfaction index

Key Interactions within and outside of VFS Global

External:

- Human Capital Consultants (Big H consulting)

- Networking forums (SHRM, NHRD)

- Legal & Tax consultants

- Labour lawyers / Firms

- Payroll consultants

- HR Shared Services Department

Internal:

- Chief of Human Resources /Head - Human Resources / Chief Financial Officer/ Chief Operating Officer

- Regional HR Heads/ HR Central HR functions

- Finance - MIS & Controlling Team

- Legal Department

- Functional Heads of Departments

Qualification & Experience (Education, Experience, specific knowledge, skills, understanding, attitude)

Education:

Minimum: PG/MBA in HR or any Global Equivalent Degree

Additional: Certifications pertaining to HR/ Statistics

Experience: 10-15 years of work experience in Compensation & benefits, payroll and HR project roll outs in a global organization

Knowledge & Key Skills:

- In-depth knowledge and understanding of systems and processes

- Knowledge of Global Compensation & Benefits Models and business models

- Knowledge of HR toolkits and best practices

- Demonstrate financial management and budgeting skills

- Proficiency in MS tools/ Software /Systems

- Ability to Innovate and enhance procedures and methods to increase productivity & cost effectiveness