Consultant CHRO

1 week ago

Gurgaon, Haryana, India Neolytix Full time ₹ 12,00,000 - ₹ 36,00,000 per year

Job Summary 

We are seeking a data-driven and strategically minded Strategic Compensation Specialist on a senior level to bridge business goals with workforce performance.  

Design and run Neolytix's pay-for-performance engine. Translate company/department goals into role-level incentive plans with clear metrics, guardrails, and ROI. Govern the full cycle—design, communication, tracking, reporting, and payout approval. 

Key Responsibilities 

What you'll do 

  • Architect incentives: Build department- and role-level incentive frameworks tied to revenue, gross margin, quality, productivity, and client outcomes. 
  • Translate goals to plans: Convert departmental OKRs (incl. your L2 "core" vs L3 "extra-mile") into personal goal forms with weighted KPIs and payout curves. 
  • Model & size pools: Run scenario models to allocate bonus pools; set targets, thresholds, accelerators, and balance factors (your friendlier term vs "decelerators") for risk/GM/collections. 
  • Define metrics: Standardize KPI definitions (e.g., DSO, denial overturn rate, FTR, QA, SLA adherence, ACV/TTV for sales) with data lineage and auditability. 
  • Governance & compliance: Establish plan docs, approval flows, audit logs, and cross-border compliance (US/India/PH); annual refresh cadence. 
  • Performance ops: Build dashboards (Power BI), monthly scorecards, and Q/Q payout recommendations; manage disputes and exceptions. 
  • Change management: Train managers, run plan rollouts, and communicate simply (one-pager plan summaries per role). 
  • Continuous improvement: A/B test plan design, remove metric gaming, and iterate based on effectiveness and fairness. 
  • Systems: Partner with HRIS/Finance to automate data feeds, validations, and payout files. 

Example work you'll own (by function) 

  • RCM/AR/Denials: DSO reduction, net collections %, denial overturns, promise-to-pay throughput, productivity/quality blend. 
  • Credentialing/CVO: TAT by payer, first-pass approval %, rework rate, capacity planning. 
  • Contact Center / Patient Access: QA score, SLA, AHT with quality gates, occupancy/utilization, CSAT/NPS. 
  • Sales/Revenue: New logos/ACV with GM guardrails, time-to-revenue, expansion revenue with risk-adjusters. 
  • Corporate/Enabling: Project delivery milestones, on-time automation launches, cost-to-serve improvements. 

90-day success outcomes 

  • Day 10: Inventory all current plans; publish metric dictionary; align payout calendar & RACI. 
  • Day 11-60: Ship v1 standardized templates (plan doc, KPI scorecard, payout calc & governance) across all major functions. 
  • Day 90: Pilot redesigned plans (e.g., RCM, Credentialing, Sales) and deliver first monthly performance dashboard + payout recommendation pack. 

Qualifications 

Must-have 

  • 7–10 years in Total Rewards/C&B and Performance Management with strong financial modeling and people analytics. 
  • Proven incentive design across multiple functions (ops + sales), ideally in BPO/ITES/healthcare services. 
  • Advanced Excel; confident in BI (Power BI/Tableau) and data QA 
  • Excellent plan documentation, stakeholder communication, and change management. 
  • Integrity, audit mindset, and comfort with sensitive data (HIPAA awareness a plus). 

Nice-to-have 

  • Experience implementing commission/bonus systems; HRIS reporting; familiarity with US pay rules. 
  • Exposure to AI-enabled ops or automation metrics. 

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