Manager Total Reward

Role Purpose

This role has an accountability for the design, governance, and continuous evolution of NIITs total rewards framework - encompassing compensation architecture, benefits strategy and administration, insurance governance, ESOP Management, and facilitate Board-level presentations. Operating within a listed enterprise across multiple geographies and talent segments, the role requires the strategic depth to build frameworks that position NIIT competitively in the external market, the analytical rigour to ensure internal equity and commercial defensibility, and the executive presence to represent reward proposals to management.

Key Responsibilities

• Conduct the compensation benchmarking exercise using structured external survey data (Aon, Mercer, or equivalent); translate outputs into a comprehensive compensation grid covering mass roles, campus hires, niche positions, and senior leadership.
• Design and maintain a structured job architecture - job families, bands, and pay ranges - inclusive of rubber-banding rules, promotion eligibility thresholds, and freeze parameters, ensuring the framework supports both internal equity and business agility.
• Manage the end-to-end ESOP lifecycle — grants, vesting, exercises, and lapses — in coordination with Legal, Finance, and the Company Secretary, ensuring full compliance
• Manage the annual merit and variable pay cycle - data governance, calibration support, HRIS interface, and payroll handoff - with full audit-readiness at each stage.
• Partner with stakeholders on compensation budgeting, cost modelling, and affordability analysis, ensuring all reward recommendations are commercially grounded prior to leadership approval.
• Prepare, structure, and present the annual compensation proposal to the Management - covering senior leadership remuneration, variable pay outcomes, proposed adjustments, and benchmarking substantiation.
• Serve as the subject matter expert for the organization pertaining to compensation, remuneration philosophy, and market positioning.
• Lead the end-to-end benefits revamp - benchmarking the current portfolio against market norms, identifying gaps, designing a competitive and cost-efficient benefits package, and executing implementation.
• Govern all group benefit schemes - mediclaim, term life, personal accident, and supplementary covers - across the full lifecycle: enrolment, renewals, endorsements, claims oversight, and utilisation analysis.
• Own policy design, periodic review, and governance as a component of the broader perquisites framework.
• Design the R&R framework. Establish R&R governance standards - equity of access, linkage to performance outcomes, and periodic calibration of recognition quality and distribution.
• Partner with the PMS Lead on performance-to-reward linkage design, ensuring calibration outputs translate into differentiated and commercially defensible compensation decisions.
• Own, maintain, and periodically review the Incentive Policies, Promotion Policy, and R&R Policy as components of the total rewards governance framework.
• Build and maintain compensation and benefits analytics infrastructure - dashboards, equity reports, and market positioning analyses - to support evidence-based reward decision-making.

Stakeholder Complexity

Internal

• CHRO / HR Leadership - remuneration philosophy, strategic alignment, Board preparation - annual compensation proposal
• Finance - budget governance, cost modelling, statutory compliance
• Business Heads / CXOs - compensation mix design, perks framework, retention constructs
• HRBPs - reward advisory for individual and cohort-level decisions
• Talent Acquisition - offer competitiveness, grid-based hiring parameters
• Payroll & HRIS - cycle execution, data accuracy, system integration
• Legal & Compliance - SEBI disclosures, Companies Act obligations, labour law adherence

External

• Compensation survey providers (Aon, Mercer) - benchmarking data and methodology
• Insurance brokers and TPAs - mediclaim, life, PA governance and renewal negotiations
• R&R platform vendors - evaluation, procurement, and implementation

Qualifications & Experience

• MBA / PGDM in Human Resources.
• 8-12 years of progressive experience in Human Resources, with a minimum of 5 years in a dedicated Compensation & Benefits function.
• Demonstrated track record of conducting structured compensation benchmarking using Aon, Mercer, or equivalent survey platforms.
• Proficiency in HRIS platforms (SAP SuccessFactors, Workday, or equivalent) and advanced data modelling.