1. Compensation Strategy & Governance:

- Design and implement compensation philosophy, frameworks, and guidelines.

- Lead compensation benchmarking, job leveling, and market analysis exercises.

- Conduct annual compensation reviews, merit cycles, and salary structuring.

- Ensure internal equity through robust evaluation and audit mechanisms.

2. Benefits & Wellness Programs:

- Design and manage employee benefit programs (insurance, medical coverage, wellness, leave policies, etc.).

- Evaluate and enhance benefits offerings to meet employee needs and industry standards.

- Manage vendor relationships and ensure cost optimization without compromising quality.

3. Performance & Rewards:

- Partner with leadership to drive performance- linked pay frameworks (variable pay, incentives, sales commissions, etc.).

- Develop and implement recognition programs aligned with business goals and cultural values.

- Support creation of reward frameworks for high- potential talent and critical roles.

4. Job Evaluation & Organizational Design:

- Drive job architecture, grading, and leveling frameworks across the organization.

- Ensure consistency in role mapping for internal mobility and career progression.

- Support organizational design projects through compensation insights.

5. Analytics, Benchmarking & Insights:

- Use compensation analytics to generate insights on pay trends, retention risks, and budget impacts.

- Prepare dashboards and reports for leadership and board reviews.

- Benchmark total rewards practices with industry standards and competitors.

6. Policy Design & Compliance:

- Draft, update, and implement C&B policies and guidelines.

- Ensure compliance with labor laws, taxation norms, statutory requirements, and internal audit standards.

- Collaborate with legal and finance teams to maintain regulatory alignment.

7. Stakeholder & Vendor Management:

- Partner with HRBPs, Finance, and Business Heads to support workforce planning and pay decisions.

- Manage external consultants and survey partners for compensation benchmarking.

- Drive communication and training for leaders and employees on total rewards programs.

Qualifications & Experience:

- Post- graduate degree in HR, Business, or a related field.

- 14+ years of experience in Compensation & Benefits / Total Rewards roles (depending on level).

- Strong understanding of compensation frameworks, job evaluation methodologies (Hay, Mercer, etc.), and rewards systems.

- Hands- on experience with HRMS, compensation tools, and data analytics.

- Excellent analytical, communication, and stakeholder- management skills.

Key Competencies:

- Strong analytical and numerical skills.

- Business acumen and financial understanding.

- Ability to influence senior leadership.

- High integrity, confidentiality, and process orientation.

- Data- driven decision- making.

- Experience handling high- growth or complex organizational environments (preferred).