General Manager - Rewards - Executive Compensation - TISS/XLRI/FMS/MDI

This will be the internal expert on everything related to Executive Compensation from designing how senior leaders and board members are paid, to ensuring the company follows all regulatory and governance requirements. Working closely with the Head of Rewards, senior HR leaders, Board Committees, and business heads.

Role & responsibilities

- Design and manage the total compensation structure for CXOs, Senior Executives, and Key Management Personnel (KMPs).

- Conduct regular benchmarking of CXO pay against peer companies and industry surveys to ensure the organisation remains competitive.

- Prepare detailed compensation proposals for new hires, promotions, and retention cases at senior levels.

- Design, manage, and review Long-Term Incentive Plans including ESOPs, RSUs, Phantom Stock, and performance-linked equity plans.

- Advise management and the Board on the right type of LTI plan for different business objectives and talent stages.

- Manage ESOP-related compliance including SEBI (Share Based Employee Benefits) Regulations, Companies Act provisions, and disclosures.

- Handle option repricing, acceleration events, and plan amendments as needed.

- Design and manage the Annual Incentive Plan (AIP) / Annual Bonus structure for senior and executive grades.

- Define performance metrics, payout formulae, modifiers, and cap/floor mechanisms aligned with business outcomes.

- Benchmark and design compensation for Independent Directors (IDs), including sitting fees, commission structures, and retainer arrangements.

- Prepare Board papers, management notes, and recommendations for the Nomination & Remuneration Committee (NRC).

- Stay updated on SEBI LODR, Companies Act, and IRDAI guidelines related to Board and Director pay.

- Conduct and analyse studies on NRC governance and Board composition practices to guide policy decisions.

- Ensure all executive pay practices comply with applicable regulations including SEBI, Companies Act, RBI, IRDAI, and any sector-specific norms.

- Review existing executive pay policies periodically and recommend revisions where regulatory or market changes warrant them.

- Build and maintain compensation models including cost simulations, dilution analysis, and pay-versus-performance analytics.

- Prepare high-quality reports, dashboards, and presentations for senior leadership and Board-level audiences.

- Monitor and share market intelligence on executive compensation trends, regulatory changes, and peer practices.

Preferred candidate profile

- Prior experience in a consulting firm (Big 4, HR consulting boutique) or in-house Rewards / HR CoE of a large organisation.

- Exposure to conglomerates, financial services, or listed companies is preferred.

- 6-8 years of relevant experience in executive compensation, rewards consulting, or HR advisory roles.

- MBA HR Full time only from premier colleges

- Hands-on experience in designing or managing Long-Term Incentive Plans (ESOPs, RSUs, Performance Units, or similar).

- Experience working with or preparing materials for a Nomination & Remuneration Committee (NRC) or equivalent Board committee.

- Strong understanding of CXO and KMP compensation practices and the regulatory framework governing them.

- Proven ability to benchmark executive pay using compensation surveys and peer data (familiarity with McLagan, Aon, Korn Ferry, or similar surveys is a plus).

- Good working knowledge of SEBI LODR, Companies Act 2013 (Section 197/198), SEBI (SBEB) Regulations, and IRDAI guidelines on compensation.

- Strong analytical and financial modelling skills

- Excellent written and verbal communication

- Collaborative working style with the ability to navigate complex stakeholder environments.