We are seeking a detail-oriented and analytical PMS & Compensation Specialist to manage and strengthen the organization's performance management, compensation, workforce planning, and organizational effectiveness initiatives. The role requires close collaboration with business leaders and HR stakeholders to design and implement frameworks that drive employee performance, reward excellence, optimize workforce structures, and support long term talent strategies.

The ideal candidate should possess strong expertise in performance management systems, compensation benchmarking, succession planning, HR analytics, and organizational design while ensuring alignment with business objectives and market best practices.

Key Responsibilities

Performance Management System (PMS):

- Manage and drive the end-to-end Performance Management System across the organization.

- Design and implement goal-setting frameworks, performance review cycles, calibration processes, and appraisal mechanisms.

- Partner with business leaders to ensure alignment between individual goals and organizational objectives.

- Monitor performance review completion rates and drive process adherence.

- Facilitate performance discussions, feedback mechanisms, and capability development initiatives.

- Support managers in identifying high performers and employees requiring development interventions.

- Continuously enhance PMS policies, tools, and processes to improve effectiveness and employee experience.

Compensation & Benefits:

- Support the design, implementation, and administration of compensation and benefits programs.

- Conduct salary benchmarking and market compensation analysis to ensure competitiveness and internal equity.

- Manage annual compensation review cycles including increments, bonuses, and incentive programs.

- Partner with finance and leadership teams for budgeting and compensation planning.

- Analyze compensation trends and recommend reward strategies aligned with organizational objectives.

- Ensure compliance with compensation policies, statutory regulations, and industry standards.

- Drive employee communication related to compensation structures and benefits programs.

Succession Planning:

- Develop and implement succession planning frameworks for critical roles across the organization.

- Identify high-potential employees and create talent pipelines for future leadership positions.

- Partner with business leaders to assess talent readiness and development requirements.

- Support career progression and leadership development initiatives.

- Maintain succession planning dashboards and talent review processes.

- Ensure alignment between succession planning and organizational growth strategy.

Manpower Planning:

- Collaborate with business leaders to forecast workforce requirements based on business goals and growth plans.

- Develop manpower planning models to optimize workforce utilization and productivity.

- Monitor headcount planning, hiring budgets, and workforce allocation.

- Analyze attrition, productivity, and hiring trends to support workforce decision-making.

- Support organizational restructuring and workforce optimization initiatives.

HR Analytics & Reporting:

- Generate HR dashboards and reports related to performance, compensation, attrition, productivity, headcount, and talent metrics.

- Analyze HR data to derive actionable insights and support strategic decision-making.

- Present reports and recommendations to leadership teams and stakeholders.

- Track key HR KPIs and identify trends impacting business performance.

- Ensure data accuracy, integrity, and confidentiality across HR systems and reports.

- Utilize HRMS and analytics tools for reporting automation and workforce insights.

Organization Design:

- Support organizational design and restructuring initiatives aligned with business strategy.

- Evaluate reporting structures, spans of control, and role effectiveness.

- Partner with leadership teams to improve organizational efficiency and role clarity.

- Conduct job evaluations and role mapping exercises.

- Assist in designing scalable organizational structures to support growth and transformation.

- Drive change management initiatives related to organizational restructuring.

Required Skills & Competencies

- Strong expertise in Performance Management Systems and Compensation & Benefits.

- Excellent analytical and problem-solving skills.

- Strong understanding of HR metrics, workforce planning, and organizational effectiveness.

- Advanced proficiency in Excel, HR analytics tools, and HRMS platforms.

- Strong stakeholder management and communication skills.

- Ability to manage confidential information with high integrity.

- Knowledge of compensation benchmarking methodologies and market practices.

- Strong project management and process improvement capabilities

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