Location: Mahalaxmi, Mumbai

Qualification: B.E/B.Tech (Must) + MBA-HR (Must) Tier 1,2&3 Colleages

Role Objective:

To build and anchor a robust Total Rewards ecosystem by integrating PMS, Compensation, Benchmarking, and Incentives into structured, analytics-led framework.

Key Accountabilities:

1. Performance Management (PMS Ownership)

- Drive end-to-end PMS lifecycle with strong governance and timelines

- Institutionalize calibration discipline (rating distribution, normalization across BUs)

- Ensure strong linkage between PMS outcomes and pay decisions (V-Pay, increments, incentives)

- Own stabilization and optimization of SF PMS module (forms, workflows, reporting)

- Standardize PMS communication, guidelines, and training across organization

2. Compensation & Total Rewards

- Anchor annual compensation review (increments, promotions, corrections)

- Drive internal parity analysis and ensure consistency across roles/levels

- Support V-Pay design, payout logic, and simulation models

- Work on ESOP / LTI frameworks including eligibility, modelling, and tracking

- Establish governance around compensation decisions (approvals, audit trails, documentation)

3. Incentives Design & Governance (Critical Addition)

- Design and standardize incentive frameworks across sales and non-sales roles (e.g., Products, EPC, Community Solutions, Retail/Zero B)

- Define KPIs, payout curves, thresholds, and caps aligned to business outcomes

- Ensure alignment between Incentives vs V-Pay vs Fixed Pay mix at each level

- Partner with Business Heads to finalize budgets, targets, and performance metrics

- Monitor incentive payouts vs budgets and flag anomalies / over-earning scenarios

- Bring consistency without losing BU-specific nuances

4. Compensation Benchmarking (Market Lens)

- Conduct external benchmarking for key roles (industry, geography, skill-based)

- Build and maintain compensation databases (internal vs market positioning)

Support leadership with insights on:

- Market competitiveness

- Hiring premiums for niche skills

- Retention risk based on pay gaps

- Ensure offers and internal movements are aligned with market realities

5. Analytics & Decision Support

Build integrated dashboards linking:

- Performance vs Pay

- Incentives vs Output

- Cost vs Productivity

Provide actionable insights to leadership on:

- High performer retention

- Pay differentiation effectiveness

- Cost optimization opportunities

- Support HR MIS with deeper, insight-led analytics

6. Systems & Process Excellence

- Strengthen SuccessFactors PMS & Compensation modules adoption

- Reduce manual interventions and improve data integrity

- Standardize templates, trackers, and governance frameworks

- Ensure scalability across multiple BUs and geographies

Skills Required:

- 3-8 years' experience in Compensation, PMS, and Incentives design

- Strong analytical mind-set (advanced Excel mandatory; Power BI preferred)

- Experience in benchmarking tools / surveys (Mercer, Aon, etc. preferred)

- Exposure to HRMS (Success Factors preferred)

- Ability to work with senior stakeholders and drive structured decisions