HR Compensation & Operations Manager

JobDescription–CompensationandRewardsExecutive

PositionSummary

The person is responsible for designing, implementing, and managing the organizations compensation, benefits, recognition,andrewardsprogramstoattract,retain,andmotivatetalent.Thisroleensuresmarketcompetitiveness,internalequity,regulatorycompliance,andalignmentofrewardstrategieswithbusinessobjectives.

Theincumbentwillworkcloselywithbusinessleaders,HR,Finance,Payroll,andexternalpartnerstodrivecompensationstrategy,benefitsoptimization,paygovernance,performancemanagement,andemployeevaluepropositioninitiatives.

KeyResponsibilities

CompensationStrategy&Management

• Developandimplementtheorganizationscompensationphilosophyandrewardsstrategy.
• Leadannualcompensationreviewcycles,includingmeritincreases,promotions,marketcorrections,andsalarystructurereviews.
• Designandmanagejobevaluation,jobgrading,andcareerarchitectureframeworks.
• Conductsalarybenchmarkingstudiesandmarketcompetitivenessassessments.
• Analyzecompensationtrendsandrecommendimprovementstomaintainexternalcompetitivenessandinternalequity.
• Reviewandmaintainsalaryranges,compensationpolicies,andgovernanceframeworks.
• DrivethePerformanceManagementSystem(PMS)andsupportoverallHRoperations.

VariablePay&IncentivePrograms

• Design,implement,andadministershort-termincentiveandvariablepayprograms.
• Manageannualbonusplans,retentionbonuses,andspecialrewardinitiatives.
• Evaluatetheeffectivenessofincentiveprogramsandrecommendenhancementsalignedwithbusinessgoals.
• Ensurestronglinkagebetweenperformanceoutcomesandrewardprograms.

BenefitsManagement

• Leademployeebenefitsstrategyandadministration,including:
• HealthInsurance
• LifeandAccidentInsurance
• WellnessPrograms
• FlexibleBenefits
• Monitorbenefitutilizationandvendorperformance.
• Conductperiodicbenchmarkingandcost-benefitanalyses.
• Partnerwithbrokers,consultants,andproviderstooptimizebenefitscostandemployeeexperience.

Compliance&Governance

• Ensurecompliancewithlaborlaws,wageregulations,taxrequirements,andstatutoryobligations.
• Developandmaintaincompensationandbenefitspolicies.
• Supportinternalandexternalauditsrelatedtorewardsprograms.
• Monitorregulatorydevelopmentsandtheirimpactoncompensationandbenefitspractices.

HRAnalytics&Insights

• Developdashboardsandreportscovering:
• CompensationPositioning
• AttritionAnalysis
• BenefitsUtilization
• PayEquity
• Generateactionableinsightsandrecommendationsforleadershipteams.
• Prepareexecutive-levelcompensationreportsandboardpresentations.

StakeholderManagement

• CollaboratewithHRBusinessPartners,Finance,Payroll,TalentAcquisition,andbusinessleaders.
• Serveasatrustedadvisoroncompensationandrewardsmatters.
• Presentrecommendationsandbusinesscasestoseniorleadership.
• Managerelationshipswithcompensationconsultantsandbenefitsvendors.

EmployeeExperience&Communication

• Developcommunicationstrategiestoenhanceemployeeunderstandingofcompensationandrewardsprograms.
• Strengthentheemployeevaluepropositionthroughinnovativerewardandrecognitioninitiatives.
• Driveemployeerecognition,engagement,andwell-beingprograms.

TeamLeadership

• Lead,coach,anddeveloptheCompensationandRewardsteam.
• Establishteamgoals,performancemetrics,andcapability-buildingplans.
• Driveprocessimprovements,digitization,andautomationinitiativesacrossrewardsoperations.