Job Description: HR – Compensation and Benefits Manager

Role Overview

The HR Compensation and Benefits Manager will play a pivotal role in driving compensation strategy, benefits administration, organization job architecture, and leading HR integration efforts across group entities. This role is ideal for a strong professional with deep expertise in Compensation and Benefits, advanced analytical capability, and proven experience in handling Total rewards strategy & Pay equity.

The position acts as a key advisor to leadership, ensuring data-driven decision-making, compliance adherence, and seamless compensation & benefits administration. This position acts as an independent individual contributor who can quickly ramp up, take ownership of end-to-end processes, and deliver high-quality outcomes with minimal supervision.

Key Responsibilities

1. Compensation & Benefits (C&B)

• Lead the design, review, and execution of compensation strategy aligned with business goals and market competitiveness.
• Conduct market benchmarking, compa-ratio analysis, pay structure reviews, and recommend salary corrections/adjustments based on analytics and performance.
• Act as an architect to build Job Families and Job Codes that are industry facing and map them to internal job profiles/descriptions for accurate benchmarking processes.
• Foster a pay-for-performance culture in the organization through leadership connects, consulting and required tools for data synthesis and finalization.
• Oversee benefits administration including insurance, wellness benefits, reimbursements, and vendor relationships.
• Negotiate with benefit providers and manage renewal cycles to optimize ROI and employee value.
• Partner with Finance and HR leadership during annual compensation cycle, budgets, merit increases, and incentive programs to ensure compliance and process governance.
• Own end-to-end Compensation & Benefits analytics including critical reports such as Market Benchmarking, Compa-Ratio & Range Penetration Analysis, Merit & Increment Distribution, Pay Equity Analysis, Compensation Cost vs Revenue/Productivity, Benefits Utilization & ROI, and Salary Budget Forecasting dashboards for leadership decision support.

2. Project Management

• Own and maintain HR project plans, status trackers, dashboards, and Gantt charts for ongoing and upcoming HR initiatives.
• Drive cross-functional coordination, ensuring deliverables are met within scope, time, and quality.
• Prepare project documentation, governance updates, and closure reports for leadership review.
• Monitor project risks, highlight dependencies, and ensure timely resolution of blockers.

Good to have (preferred)

• Advanced Excel & Macros.
• Partner closely with business leaders and functional stakeholders to resolve Compensation and Benefits issues, drive employee experience, and ensure high-quality service delivery.
• Support and conduct job market research, performance cycle activities, transfers, and role changes in relation to Total Rewards.

Desired Candidate Profile

Qualifications

• MBA/MSW/PGDM in HR or related discipline from a recognized institution.
• 7–9 years of experience in HR responsibilities, especially Compensation & Benefits, HR Operations, and/or HR Project Management.
• Experience in compensation and benefits strategy HR integration and M&A processes is highly desirable.

Technical & Functional Skills

• Strong understanding of compensation structures, benchmarking methodologies, CTC calculations, compensation survey data, and pay philosophy design.
• Proficiency in benefits management, vendor negotiation, and ROI analysis.
• Advanced Excel, HR analytics tools, and experience creating dashboards.
• Strong project management skills: Gantt charts, trackers, MS Projects (or similar).
• Knowledge of HRIS and HR data mapping across multiple entities is a must.

Behavioural Competencies

• Excellent communication and stakeholder management skills.
• High ownership mindset with ability to drive outcomes independently.
• Problem-solving ability with a strong analytical approach.
• Comfortable working in dynamic, ambiguous, and fast-changing environments.
• Ability to maintain confidentiality, integrity, and professional judgement.

Preferred Experience

• Experience in BPO, GCC, Technology, or Consulting firms.
• History of working with CXO-level stakeholders and cross-functional teams.
• Exposure to M&A integration activities, restructuring projects, or multi-entity HR operations.