Compensation & Benefits Speacialist

We are looking for a strategic and analytical HR professional to lead our Total Rewards vertical, encompassing Compensation & Benefits (C&B), Performance Management, Policy Governance, and HR Analytics. The role involves designing and executing compensation structures, incentive programs, LTIPs, and employee benefits aligned with RCM’s business goals, legal compliance, and industry best practices.

**The role will also be accountable for driving structured performance management, supporting exit protocols with documented PIPs, implementing employee engagement initiatives in collaboration with the HRBP team, and contributing to annual Great Place to Work (GPTW) score improvements through Total Rewards interventions.**

**Key Roles and Responsibilities**:
**1. Compensation Strategy & Execution**
- Design and implement market-competitive salary structures, variable pay, sales incentives, and long-term incentive plans (LTIPs).
- Manage annual compensation review cycles, salary benchmarking, and internal equity analysis.
- Conduct market intelligence and external benchmarking surveys (e.g., Mercer, Aon, WTW).
- Evaluate job roles using methodologies such as Hay or Mercer for internal alignment.
- **Coordinate with Finance and HRBP for compensation-related planning to support revenue-linked headcount projections.**

**2. Incentive Plan Design & Management**
- Develop and manage short-term incentive (STI) schemes for sales and non-sales roles.
- Design and implement LTIPs for leadership and high-potential talent, including ESOPs and deferred bonuses.
- Link performance metrics with incentive pay-outs to promote a high-performance culture.
- Conduct ROI analysis on incentive plans and ensure business alignment.
- **Ensure monthly incentive processing is completed with accuracy and within defined timelines to ensure employee satisfaction.**

**3. Benefits Program Management**
- Oversee employee benefit programs including medical insurance, wellness initiatives, gratuity, and retirement benefits.
- Conduct benefit utilization analysis and lead vendor evaluation and negotiations.
- Drive employee engagement through value-added benefit enhancements.
- **Ensure benefits and policy communications are linked to the career growth and internal mobility frameworks.**

**4. Performance Management & Analytics**
- Oversee organization-wide Performance Management Systems (PMS) - goal setting, mid-year reviews, year-end calibration.
- Align PMS with total rewards philosophy and business performance.
- Provide actionable analytics on performance outcomes and related reward decisions.
- **Ensure timely completion of “Samiksha” performance reviews, including 100% monthly submissions.**:

- **Ensure 100% of involuntary exits are preceded by a documented Performance Improvement Plan (PIP) process.**

**5. Policy Governance & Compliance**
- Design, implement, and review HR policies to ensure fairness, consistency, and compliance.
- Monitor updates in labor laws and regulations (e.g., EPF, ESI, Bonus Act, Gratuity, Income Tax, etc.).
- Liaise with legal and compliance teams for audit and inspection readiness.
- **Contribute to policy refinements required for defining promotion eligibility and career progression.**

**6. HR Dashboards & Reporting**
- Develop and maintain comprehensive HR dashboards for leadership - covering compensation analytics, headcount costs, attrition impact, pay equity, and incentive ROI.
- Build real-time dashboards on HRIS platforms for internal stakeholders.
- Present monthly and quarterly MIS on HR metrics.
- **Ensure timely dashboarding and reporting for all performance and rewards-linked metrics, including Samiksha progress, payout SLAs, and GPTW-related engagement insights.**

**7. HR Technology & Automation**
- Leverage HRMS/HRIS systems (SAP, SuccessFactors, Darwin box, etc.) for compensation administration and payroll.
- Implement compensation planning tools to streamline merit cycles, incentive calculations, and approvals.

**8. Manpower Planning & Cost Analytics**
- Collaborate with business units for workforce budgeting and cost forecasting.
- Conduct cost-of-hire, span of control, and productivity analysis to optimize workforce strategy.
- Partner with Finance for compensation budgeting and accruals.
- **Align manpower cost planning to support revenue targets and track productivity linkages to rewards decisions.**

**9. Stakeholder Management & Business Partnering**
- Partner with HR Business Partners and business leaders to solve compensation-related challenges.
- Act as a Total Rewards consultant to senior leaders during organizational changes, promotions, or restructuring.
- Lead employee communication strategies for compensation programs and benefits changes.
- **Collaborate with HRBP teams to execute the annual employee engagement calendar with adherence to timeline and approved budget.**:

- **Contribute to engagement score enhancement by in alignment with Great Place to Work (GPTW) initiatives