FLM HR (Rewards & Benefits)

1. Compensation Strategy & Benchmarking

• Design and administer competitive compensation structures aligned with market benchmarks and business objectives.
• Conduct periodic salary benchmarking and compensation surveys to ensure external competitiveness and internal equity.
• Drive annual compensation review processes, including merit increases, promotions, and incentive payouts.
• Recommend compensation interventions to attract, retain, and motivate critical talent.

2. Rewards & Recognition (R&R)

• Develop and execute employee reward and recognition programs that reinforce organizational values and performance culture.
• Enhance employee engagement through innovative monetary and non-monetary recognition initiatives.
• Monitor effectiveness and ROI of recognition programs through participation and satisfaction metrics.

3. Benefits Administration

• Manage end-to-end employee benefits portfolio including insurance, retirement benefits, wellness programs, and statutory benefits.
• Ensure seamless administration of medical, life insurance, relocation, housing, and employee welfare schemes.
• Review and optimize benefit plans to improve employee experience while maintaining cost efficiency.

4. Compensation Governance & Compliance

• Ensure compliance with compensation policies, labor laws, taxation regulations, and statutory requirements.
• Maintain robust controls and governance around payroll inputs, benefits administration, and compensation decisions.
• Support internal and external audits related to compensation and benefits programs.

5. HR Analytics & Cost Management

• Track and analyze compensation cost, benefit utilization, pay equity, and workforce cost trends.
• Prepare rewards dashboards, HR MIS, and executive reports for leadership decision-making.
• Drive compensation budget adherence and optimize people cost without compromising employee value proposition.

6. Job Evaluation & Salary Structure Management

• Facilitate job evaluation, grading, banding, and role mapping to ensure organizational consistency.
• Maintain salary architecture, pay ranges, and career progression frameworks.
• Support organization restructuring and role harmonization through compensation frameworks.

7. Employee Value Proposition (EVP)

• Strengthen the organization's rewards philosophy and EVP to enhance talent attraction and retention.
• Drive communication and awareness of rewards and benefits programs across employee groups.
• Partner with business leaders to improve employee satisfaction regarding compensation and benefits offerings.

8. Employee Life Cycle & WFA Management

• To manage employee life cycle and WFA transaction tracking
• Monthly Audit and closing of WFA points
• Poornata Management