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Manager, Compensation

2 weeks ago

Pune, Maharashtra, India Evolent Full time

Your Future Evolves Here

Evolent Health has a bold mission to change the health of the nation by changing the way health care is delivered. Our pursuit of this mission is the driving force that brings us to work each day. We believe in embracing new ideas, challenging ourselves and failing forward. We respect and celebrate individual talents and team wins. We have fun while working hard and Evolenteers often make a difference working in everything from scrubs to jeans.

Are we growing? Absolutely and Globally. In 2021 we grew our teams by almost 50% and continue to grow even more in 2022. Are we recognized as a company you are supported by for your career and growth, and a great place to work? Definitely. Evolent Health International (Pune, India) has been certified as "Great Places to Work" in 2021. In 2020 and 2021 Evolent in the U.S. was both named Best Company for Women to Advance list by and earned a perfect score on the Human Rights Campaign (HRC) Foundation's Corporate Equality Index (CEI). This index is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality.

We recognize employees that live our values, give back to our communities each year, and are champions for bringing our whole selves to work each day. If you're looking for a place where your work can be personally and professionally rewarding, don't just join a company with a mission. Join a mission with a company behind it.

What You'll Be Doing:

Key Responsibilities:

1. Compensation Strategy & Administration

  • Develop and maintain competitive compensation structures, salary bands, and incentive programs.
  • Conduct job evaluations and market benchmarking to ensure internal equity and external competitiveness.
  • Manage annual compensation review cycles, including merit increases, promotions, and bonus allocations.
  • Partner with HR Business Partners and leadership to provide guidance on pay decisions and job levelling.

2. Benefits Program Management

  • Design, implement, and manage comprehensive benefits programs, including health, dental, vision, retirement plans, life insurance, disability, and wellness initiatives.
  • Regularly assess benefits offerings to ensure they meet employee needs and remain cost-effective.
  • Oversee open enrollment processes and ensure accurate communication of benefits information to employees.

3. HR Systems & Workday Administration

  • Manage compensation and benefits modules within Workday, ensuring data accuracy and integrity.
  • Develop and deliver training for HR and managers on system usage and compensation processes.
  • Generate and analyze system reports to support decision-making and compliance.

4. Compliance & Audits

  • Ensure compliance with all federal, state, and local regulations related to compensation and benefits.
  • Conduct regular audits of pay practices and benefits administration to mitigate risk and ensure fairness.
  • Maintain up-to-date knowledge of legislative changes and recommend policy updates as needed.

5. Workday Employee Lifecycle (E2E)

  • Own the integrity of Workday processes across hire, onboarding, transfers, promotions, leaves, terminations, and offboarding.
  • Drive data quality: audits, EIB loads, supervisory org hygiene, security role design, and compliance with privacy regulations.
  • Partner with HRIS for configuration, integrations, and release management; champion standardized processes and documentation.

6. Workday Operations Testing & Release Readiness

  • Establish test strategy, plans, and scripts for biannual/quarterly releases and ad hoc changes (HCM, Payroll, Advanced Comp, Talent & Performance).
  • Lead UAT, coordinate SMEs, track defects to closure, and perform post-release validation; reduce production defects and rework.

5. Policy Development & Governance

  • Develop and maintain compensation and benefits policies, procedures, and governance frameworks.
  • Provide guidance to HR and business leaders on policy interpretation and application.

6. Vendor & Budget Management

  • Manage relationships with external vendors, brokers, and consultants to optimize service delivery and cost efficiency.
  • Negotiate contracts and monitor vendor performance against SLAs.
  • Prepare and manage the annual compensation and benefits budget.

7. Employee Communication & Engagement

  • Develop clear and engaging communication materials to educate employees on compensation and benefits programs.
  • Conduct information sessions, webinars, and Q&A sessions to enhance understanding and utilization of programs.

8. Reporting, Analytics & Insights

  • Prepare regular and ad-hoc reports on compensation and benefits metrics, trends, and cost analysis.
  • Provide insights and recommendations to senior leadership to support strategic workforce planning.

To ensure a secure hiring process we have implemented several identity verification steps, including submission of a government issued photo ID. We conduct identity verification during interviews, and final interviews may require onsite attendance. All candidates must complete a comprehensive background check, in-person I-9 verification, and may be subject to drug screening prior to employment. The use of artificial intelligence tools during interviews is prohibited and monitored. Misrepresentation will result in immediate disqualification from consideration.

Mandatory Requirements:

Employees must have a high-speed broadband internet connection with a minimum speed of 50 Mbps and the ability to set up a wired connection to their home network to ensure effective remote work. These requirements may be updated as needed by the business.

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Evolent Health is an equal opportunity employer and considers all qualified applicants equally without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability status.