Aditya Birla Capital - Assistant Vice President - Compensation & HR Analytics

AVP - HR - Compensation and HR Analytics

The role is responsible for designing the sales compensation, including incentives, to increase variabalization as well as aligning the sales progression program to the desired business outcomes. This job will also support the Line HR team with HR Analytics and dashboards to achieve the desired business results.

Design the sales compensation structure for defined roles :

1. Develop an in-depth understanding of the targeted roles, their impact on business and the various business levers influenced by them

2. Undertake an in-depth understanding of the current compensation structure

3. Liaise with relevant stakeholders across sales verticals to take inputs from them on the compensation design

4. Conduct external benchmarking exercises to garner best practices both within and outside the industry

5. Design the compensation structures for the target roles basis these inputs within the governing regulations

6. Work with the compensation and HR operations team to operationalize the revised structures

Design / modify the existing incentive structure for defined roles :

1. Study the existing incentive structure and assess effectiveness and area of improvement, including incremental impact on business and trends in qualification levels

2. Design the incentive structure for the defined roles keeping in mind the business objectives to be driven

3. Ensure sufficient variablization so that the there is an effective ROI on the program

4. Support the implementation and regular administration of the program where required.

Design / modify the Sales Progression program for FLS is aligned to business needs :

1. Analyze the existing Sales Progression program to assess efficacy on business levers and attractiveness from the end user perspective.

2. Understand the current and future priority of business levers and assess their inclusion and weightage in the program

3. Liaise with relevant stakeholders in various channel to take inputs from them on the program design

4. Design the Sales Progression program and its modifications to ensure it is aligned to the desired business outcomes and in a manner that ensures that there is an effective ROI on the program

5. Ensure awareness and drive communication of the program among the sales teams.

6. Support the implementation and regular administration of the program where required.

Carry out analysis on effectiveness and impact of program and initiatives :

1. Liaise with the sales teams and the Distribution Development team to take feedback on the initiatives

2. Carry out an independent analysis of the effectiveness of the initiatives implemented to assess the business impact and incremental improvement in output

3. Carry out frequent audits to ensure that the program implementation is as per design

4. Publish relevant MIS / dashboards to relevant stakeholders

5. Recommend changes to the programs / initiatives as deemed necessary.

Prepare & deliver all monthly/weekly HR MIS reports and dashboards :

1. Create regular reports reflecting manpower trends, budget v/s actual manpower, attrition summary & drill downs, productivity trends etc.

2. Publish HR dashboards to key stake holders as per the defined TAT frequency.

3. Coordinate with the HRMS team to reconcile & correct data variances in the employee master