Key Responsibilities
1. Strategic Compensation Planning and Design
Craft and implement global compensation strategies aligned with business objectives.
Develop executive compensation programs, including equity-based incentives (e.g., ESOPs and long-term
plans).
Oversee forecasting, people planning, and MIS to anticipate and align compensation with future business
...
needs.
2. Market Analysis and Benchmarking
Conduct detailed market analysis to benchmark compensation practices and maintain competitive positioning.
Monitor industry trends in the technology sector and adapt strategies accordingly.
3. Program Implementation and Governance
Design and roll out variable pay structures and incentive plans to drive performance.
Ensure compliance with global regulatory requirements in compensation practices.
Establish robust frameworks for program governance, internal controls, and audit readiness.
4. Data Analytics and Insights
Leverage data to evaluate the impact and effectiveness of compensation programs.
Develop dashboards and reports to provide actionable insights for leadership.
5. Collaboration and Change Management
Partner with HR, business leaders, and finance teams to align and communicate total rewards strategies.
Lead change management initiatives to ensure seamless adoption of new rewards programs.
6. Mobility and Global Programs
Design mobility solutions for global assignments, ensuring alignment with organizational objectives.
Manage the implementation of global incentive plans and long-term rewards programs.
7. Manpower planning & Strategic Insights:
In collaboration with finance, develop & execute comprehensive planning strategies that align workforce
capacity with business needs.
Collaborate with senior leadership (at both unit & Org level) to forecast workforce needs and develop staffing
plan, that are in-line with optimum organization pyramid and people cost agenda.
Be an active enabler of the fiscal AOP exercise and drive HR governance mechanism for impacting
leadership decisions.
Be the custodian of HR Opex planning and consult CHRO on optimization needs.
Regularly identify, decipher and present people trends to management around turnover & headcount
planning.
Support leadership decision-making with insights on employee performance, engagement & organizational
health, while often benchmarking with industry standards.
experience
15show more Key Responsibilities
1. Strategic Compensation Planning and Design
Craft and implement global compensation strategies aligned with business objectives.
Develop executive compensation programs, including equity-based incentives (e.g., ESOPs and long-term
plans).
Oversee forecasting, people planning, and MIS to anticipate and align compensation with future business
needs.
2. Market Analysis and Benchmarking
Conduct detailed market analysis to benchmark compensation practices and maintain competitive positioning.
Monitor industry trends in the technology sector and adapt strategies accordingly.
3. Program Implementation and Governance
Design and roll out variable pay structures and incentive plans to drive performance.
Ensure compliance with global regulatory requirements in compensation practices.
Establish robust frameworks for program governance, internal controls, and audit readiness.
4. Data Analytics and Insights
Leverage data to evaluate the impact and effectiveness of compensation programs.
Develop dashboards and reports to provide actionable insights for leadership. ...
5. Collaboration and Change Management
Partner with HR, business leaders, and finance teams to align and communicate total rewards strategies.
Lead change management initiatives to ensure seamless adoption of new rewards programs.
6. Mobility and Global Programs
Design mobility solutions for global assignments, ensuring alignment with organizational objectives.
Manage the implementation of global incentive plans and long-term rewards programs.
7. Manpower planning & Strategic Insights:
In collaboration with finance, develop & execute comprehensive planning strategies that align workforce
capacity with business needs.
Collaborate with senior leadership (at both unit & Org level) to forecast workforce needs and develop staffing
plan, that are in-line with optimum organization pyramid and people cost agenda.
Be an active enabler of the fiscal AOP exercise and drive HR governance mechanism for impacting
leadership decisions.
Be the custodian of HR Opex planning and consult CHRO on optimization needs.
Regularly identify, decipher and present people trends to management around turnover & headcount
planning.
Support leadership decision-making with insights on employee performance, engagement & organizational
health, while often benchmarking with industry standards.
experience
15show more
