Leadership Role - Compensation & Benefits - Manufacturing

Role Overview:

Reporting to the Chief Human Resources Officer (CHRO), the Deputy General Manager of C&B will lead the design, evaluation, and administration of competitive compensation and benefits programs.

Key Responsibilities:

1. IPO & Equity Strategy:

- Design and implement ESOPs (Employee Stock Ownership Plans), restricted stock units (RSUs), and phantom stock schemes suitable for the pre-IPO phase and transitioning smoothly into a post-IPO environment.

- Manage equity pool dilution, vesting schedules, and collaborate with legal and finance teams to ensure SEBI and regulatory compliance.

2. Compensation & Reward Structuring:

- Formulate and execute compensation structures designed to attract top-tier tech, supply chain, and corporate talent in the dynamic e-commerce/B2B marketplace.

- Lead annual compensation review cycles, salary band placements, and merit-based pay adjustments.

- Conduct comprehensive job evaluations and maintain external market competitiveness against industry benchmarks.

3. Benefits Administration:

- Overhaul and manage employee benefits portfolios (health, wellness, insurance, and retirement plans), aligning them with modern market expectations.

- Introduce flexible benefit programs to enhance the employee value proposition (EVP) and support high retention rates.

4. Performance & Rewards Alignment:

- Partner with business leaders to tie variable pay (bonuses and incentives) to key performance indicators (KPIs) and organizational OKRs.

- Develop specialized recognition programs to drive high-performance culture across business units.

5. Compliance & Governance:

- Ensure all compensation and benefits plans fully comply with statutory requirements and labor laws.

- Prepare clear C&B reporting and analytics for the Board of Directors and Compensation Committee.

Qualifications & Experience Required:

- Education: MBA in HR, Postgraduate Diploma in Personnel Management (PGDPM), or a master's degree in a related field.

- Experience: 10 to 15 years of core Compensation & Benefits experience.

- IPO Exposure: Hands-on experience designing and executing ESOPs and equity strategies in a pre-IPO company or managing post-IPO compensation frameworks.

- Skills: High analytical capability, strong understanding of HRIS systems and exceptional stakeholder management.