Compensation & Benefits Specialist - IT

Qualification: Must be a Post Graduate/ MBA from Tier 1 Institutes ONLY need to apply.

Role Description of Compensation and Benefits Specialist - Emerging Geo

Role Purpose:

The purpose of the role is to provide subject matter expertise on Compensation and benefits, compliance and statutory regulation for countries in emerging geographies. Since Emerging geographies include countries that has recently started operations, the role requires in depth understanding of employment laws and regulations of that geography as well as nuances that need to be taken into consideration to ensure that... is compliant to the local laws/regulations, and that there is a balance between the standard and customized requirements of each country.

Roles & responsibilities:

1. Managing Compensation for Local Hires and Expats

a. Arrive at correct and updated compensation grids for local hires through market benchmarking and matching job families with those of vendors.

b. Prepare compensation grids for expats through COLA analysis, calculating expected savings and tax implications by going through multiple reports and websites with relevant information.

c. Understand and evaluate compensation related exceptions for niche skills and determine basis for granting exceptions including ratings, placement in peer group, India salary etc.

2. Overseeing Benefits requirements and administration

a. Ensure compliance by understanding the mandatory benefits requirements of each country and working closely with the legal and local HR team

b. Oversee administration of benefits by ensuring accurate and smooth implementation of policies with the help of local HR, HRSS and the vendor.

c. Create processes for mandatory benefits that are not in place by working closely with the IS team to execute and automate it.

d. Renegotiate existing premiums before renewal deadlines by working with the CPO team

e. Understand and execute flexi benefit options by working closely with the tax team.

3. Compliance

a. Ensure statutory regulations are respected and appropriate measures/checks are in place.

b. Stay up to date with changes in existing statutory requirements, understand implications of changes for the existing population and how they can be implemented by working closely with HR, tax and legal team.

c. Customize policies wherever required as per the statutory requirements and nuances of that country.

d. Establish and automate processes to ensure policy compliance.

4. Employee Mobility

a. Share SME regarding statutory requirements such as social security, salary fitment etc. in different countries with the central C&B mobility SPOC

b. Connect the central C&B SPOC with any local support required

5. Setting up a new country

a. Define the employment contract for the country

b. Define process to release deputation letters

c. Arrive at mandatory benefits, comp grids, leave policy

d. Setup processes based on statutory requirements by working with tax, immigration, legal and partnering with vendors within given timelines

6. Managing union negotiations

a. Communicate major comp decisions with the works council through the local HR

b. Rationalize and negotiate the demands put forth by the works council to arrive at a commonly agreeable solution.

7. Miscellaneous

a. Act as a SPOC for central CnB processes such as MSI in either budgeting, workflow, decks etc. This takes up 20% bandwidth

b. Participate in market benchmarking surveys