Senior Manager - Compensation & Benefits - IT

Performance Management:

- Own the overall performance evaluation process including frameworks, methodology, communications, tools/templates, and process for goal setting, ongoing feedback, formal/informal reviews, PiPs and performance calibration

- Design and own the implementation of a robust recognition framework for the organization.

- Work closely with the business HR teams to ensure the effective implementation of annual, mid-year and quarterly performance discussions

- Work closely with the HR Tech team to drive the rollout of the performance management and recognition framework

Compensation Management:

- Design and implementation of total rewards philosophy that is aligned with the organization's business objectives

- Lead the finalization of annual increments and year-end variable payouts for the entire organization

- Serve as the SME for managers, HR peer group, and employees on compensation and benefits policies, plans, programs, practices, processes, and tools

- Monitor pay structures and benefits programs including review & analysis, internal promotion guidelines, external hires, retention incentives etc. to ensure external competitiveness, internal equity, and performance linkages

- Lead the participation in the all periodic and non-periodic external compensation and benefits surveys and manage relationships with external consultants (insurance vendors, benefit providers etc)

- Work on Executive Compensation including share /stock ownership plans and retention plan

- Work on Employee Benefits (such as health, insurance, motor vehicles, perquisites, retirement, pension and superannuation plans) and policy administration

- Design employee communications for benefits, compensation, and HR policies.

- Research and scrutinize the general factors like the government policies changes in the tax structure, market conditions etc. and their impact on compensation and pay ranges

- Ensure compliance with Data Privacy and Protection Guidelines

- Partner with internal teams (HRBPs, People Operations, HR COEs) and external consultants to develop a deep understanding of job responsibilities for evaluation of pay level (essential), external market benchmarks and internal equity

- Assist with compliance regarding internal & external audit requirements and corporate policies

- Partner with HR Operations team to maintain systems related to compensation and benefits administration