Education: Full-time MBA/PGDM in Human Resources from a reputed institute (mandatory).

Experience :

- 8+ years of progressive experience in Total Rewards / Compensation & Benefits

- Experience in large, complex, multi-population organisations preferred

- Exposure to HR transformation, HRIS, analytics, or sales incentive redesign preferred

- Exposure to Board or CXO-level rewards discussions desirable.

KRA :

1. Total Rewards & Annual Cycle :

- Lead the end to end annual appraisal, merit, promotion, and correction cycle, ensuring clear rules, disciplined governance, and strong linkage to performance.

- Design and maintain job architecture, pay bands, and promotion criteria to ensure role clarity, internal parity, and transparent growth paths.

- Conduct regular salary benchmarking and market positioning reviews to maintain external competitiveness while managing cost.

2. Sales Incentives & Pay Equity :

- Design, administer, and govern sales incentive policies and plans, ensuring tight linkage to sales KPIs, productivity targets, and business outcomes.

- Run pay equity, internal vs external parity, and compression analyses and drive corrective actions with HR and business leaders.

- Govern global and local benefits policies (design, eligibility, costing, and vendor management) and ensure consistent, compliant administration.

3. Workforce Planning & Manpower Budgeting :

- Lead annual and mid year workforce planning with HR and business to translate strategy into headcount plans by function, level, and location.

- Own manpower budgeting (headcount, compensation, and benefits), tracking budget vs actuals and highlighting key variances and risks.

- Conduct manpower productivity analysis (output per headcount, cost per output) to identify inefficiencies and inform staffing and incentive decisions.

4. HRIS, Analytics & Digitalisation :

- Own the HRIS and rewards technology roadmap for performance, compensation, promotion workflows, sales incentive administration, and headcount/rewards reporting.

- Lead and drive HR transformation initiatives with a strong focus on:

- HR technology and HRIS enablement

- Automation and digitalisation of people processes

- HR analytics and data-driven decision-making

- Sales force productivity through incentive design, dashboards, and performance metrics

- Partner with HR, IT, and business leaders to ensure successful design, adoption, and impact of HR projects.

- Ensure HR transformation initiatives deliver measurable business outcomes, operational efficiency, improved decision quality, and enhanced employee experience

5. Stakeholder Management & Governance :

- Partner with CHRO, HRBPs, Finance, Sales, and business leaders to align rewards, workforce, productivity, and budget decisions with business strategy.

- Run clear governance routines (calibration meetings, sales incentive reviews, review decks, decision forums) for performance, pay, and headcount outcomes.

- Anticipate and mitigate risks related to pay fairness, regulatory compliance, sales incentive disputes, and reputation.

Key Attributes :

- Deep expertise in compensation, incentives, and rewards governance

- Strong analytical, financial, and data interpretation capability

- Experience in HR transformation, HR tech, and digital initiatives

- High governance orientation with attention to detail

- Strong stakeholder management and executive presence

- Ability to balance employee equity with business economics

- High level of integrity, professionalism, and confidentiality in handling sensitive information