Job Description :

Role & Responsibilities :

Compensation & Benefits Planning and HR Strategy :

- Work with Head HR on C&B strategy articulation/review and annual process/budget/manpower planning.

- Work closely with the Head HR on designing and delivering the annual C&B agenda in line with evolving business imperatives

- Establish partnerships and build close relationships with key cross functional stakeholders to recognize, identify, and understand business trends, issues, goals and needs for present and future HR initiatives.

Compensation & Benefits design and implementation of initiatives :

- Administer the companys compensation plans, including satisfactory completion of the annual performance and salary reviews, facilitation of salary scale development, and participation in salary benchmarking surveys to derive market insights.

- Work with Head HR during annual Compensation & Benefits review, providing insights on fitment for different employee groups considering business performance, industry developments and market practices.

- Interface with relevant teams (Accounts, Payroll) and external vendors (as required) to drive timely and accurate compensation operations.

- Ensure compliance of C&B philosophy with national laws and laws of the land & various regulations.

- Provide insights and solutions on specific compensation related cases, as required through the year.

- Review Rewards design and administration periodically and make recommendations for more impactful/ market-aligned benefits packages for different employee segments.

- Support HRBPs, Recruitment teams and Line Managers across the organization on all Compensation & Benefits related areas and ensure alignment with prevailing processes and governance frameworks.

C&B Process Management :

- Serve as an objective expert on diverse areas of C&B, such as annual compensation review, promotions, mid-year review, compensation fitment for recruitment (lateral & campus) etc., interfacing with business on queries/ issues and resolving as required within defined timelines.

- Propose and establish effective C&B Operations Management processes and frameworks, and drive the same through the team for aligned and efficient HR Operations.

- Develop, communicate and administer various human resources policies and procedures.

- Drive focus on process efficiency and internal customer satisfaction across all aspects of C&B (e.g. TAT adherence, data accuracy etc.)

Analytics :

- Support HR Head with periodic and on-demand C&B analytics, ensuring data integrity at all times.

- Review existing C&B HR analytics frameworks in view of changing business objectives/ realities and propose changes as appropriate to Head - HR.

- Provide on-demand C&B analytics/ reports to business stakeholders for greater awareness and appreciation of the talent context, enabling talent decisions that are more informed and aligned with established policies.

HRIS Management & Operations :

- Ensure integrity and accuracy of C&B related employee data in HRIS systems (CTC, Variable Costs, Incentives, ESOPs etc.) by performing periodic internal audits of information in the employee / HR database.

- Periodically review HRIS solution and recommend module addition/ improvement in view of current and foreseeable business developments and contemporary market practices.

- Liaise with HR-IT/ IT teams for efficient resolution of technical issues raised pertaining to HRIS platform/ specific modules/ functionalities.

Projects :

- Lead C&B related special projects in terms of assessing the needs, defining and documenting the solutions, and working with various internal and external stakeholders to roll out projects.

- Deliver all aspects of project management including scheduling, resourcing, development and implementation to validation and deployment. Review current HR systems and processes and make recommendations on possible projects/ initiatives.

- Create and maintain project/program documentation (reporting, meeting minutes, status updates, etc.)

- Report out proactively on project progress, possible obstacles, milestones achieved and project benefits to all relevant stakeholders.

Team & Internal Stakeholder Management :

- Guide and develop team members to facilitate better service delivery, process adherence, internal customer satisfaction and superior performance standards.

- Monitor the performance and development of team members, working to motivate and drive high performance with requisite development opportunities, rewards and recognition, etc.

- Proactively build and maintain relationships with key internal stakeholders (across business and support functions) for smooth cross-functional coordination and alignment towards achievement of business objectives while ensuring compliance with HR frameworks and governance principle.