Head - Compensation & Benefits - FinTech/SaaS

Role Overview:

- Develop and drive the organisations compensation philosophy and strategy.

- Design role-based salary structures, job levels, and market-aligned compensation frameworks for tech, product, GTM, and enterprise sales teams.

- Build and maintain compensation benchmarking processes using market data, especially for SaaS/product companies.

2. Enterprise Sales Incentive Programs:

- Design and manage enterprise and commercial sales incentive plans (quota-based, commission, accelerators, SPIFFs).

- Partner with Sales, RevOps, and Finance to ensure incentives drive performance, align with revenue goals, and maintain high governance.

- Manage periodic audits and ensure compliance for incentive payouts.

3. Benefits & Total Rewards Management:

- Build and lead a comprehensive benefits strategyincluding health, wellness, retirement, allowance structuresacross multiple geographies.

- Evaluate, optimise, and negotiate benefits with vendors to ensure cost-effectiveness and high employee experience.

4. ESOP & Equity Administration:

- Oversee end-to-end management of ESOPs/RSUs, including grant cycles, vesting schedules, communication, and cap-table coordination.

- Partner with legal and finance to ensure compliance with regulatory and tax requirements across jurisdictions.

- Lead employee education on equity, long-term incentives, and wealth creation.

5. International Expansion:

- Develop compensation structures and localized benefits frameworks for new countries and regions.

- Build scalable, country-specific playbooks covering pay ranges, benefits, legal guidelines, and employment norms.

- Benchmark and adapt compensation for distributed/global teams.

6. Governance, Compliance & Audits:

- Establish governance mechanisms for compensation cycles, promotions, pay reviews, and equity grants.

- Maintain adherence to internal controls and regulatory requirements across regions.

- Drive compensation-related audits and support internal/external compliance processes.

7. IPO & Maturity Readiness (Preferred):

- Support or lead compensation and equity workstreams for IPO readiness.

- Partner with leadership on executive compensation, long-term incentives, and regulatory disclosures.

- Ensure reward frameworks align with public-company standards.

8. Salary Cost Management & Workforce Analytics:

- Own and manage the organisations wage bill, including headcount budgets, salary forecasts, and labour cost modelling.

- Analyse salary cost data, hiring trends, attrition patterns, and movement of talent to derive actionable insights.

- Guide leadership on optimal cost structures, workforce mix, and compensation effectiveness to support sustainable growth.

- Lead the HR analytics charter, building dashboards, models, and frameworks that influence strategic decision-making.

- Drive adoption and optimisation of compensation systems and tools (HRIS, compensation modules, modelling tools).

Qualifications & Experience:

- Strong experience designing compensation structures for engineering, product, GTM, and enterprise sales roles.

- Proven ability to manage global ESOP programs and equity administration.

- Experience in international expansion across multiple geographies.

- Exposure to IPO preparation/listing is preferred.

- Strong analytical, modelling, and communication skills.

- Ability to partner effectively with senior leadership, finance, legal, and business teams.

Key Competencies:

- Strong analytical and financial modelling skills

- Sales incentive design and governance

- Equity/ESOP management

- Global mindset & understanding of regional pay norms

- Stakeholder management & communication

- Strategic thinking with operational rigour

- High level of integrity, confidentiality, and attention to detail