Manager - Compensation & Benefits - Healthcare/Pharma

Primary Purpose: Be a lead compensation and benefits specialist and change catalyst in the organization by augmenting the efforts of the leadership team at Human Resources in building replicable, systemic, performance oriented compensation and benefit structure, thus enabling the organization to realize its- growth aspirations on a sustainable basis.

Key Accountabilities/Activities:

Compensation and Benefits Management (35%)

Independently map internal and external parity for all job roles in the organization.

Effectively conceptualize, design and implement the compensation structures across different roles in the organization.

Effectively design and run compensation interventions like merit increases during the annual appraisal process in order to maintain and increase parity among similar job roles.

Effectively map job roles and design pay ranges and work with the Talent acquisition team to ensure fitment and compliance.

Effectively design and implement, variable pay programs effectively linking the same to the productivity enhancement.

Effectively design and implement total rewards programs by integration transactional and relational rewards and manage the same seamlessly.

Effectively participate in the manpower budgeting process for all divisions of the organization and track the manpower cost against the budget on the ongoing basis.

Effectively develop a model to track the HC numbers vis a vis manpower projections and share the same with the management on periodic basis.

Effectively design, implement and track efficacy of total reward programs that are targeted to retain the key talent in the organization.

Effectively contribute in design and management of rewards and recognition program for the employees in the various divisions of the organization.

Leads the implementation, administration and communication of core compensation and benefits programs (job evaluation/leveling, market data analysis and application, merit planning & annual incentive plans, long-term incentive plans, payroll processing.

HR Business Intelligence (20%):

Lead the HR analytics bit and generate ongoing reports on compensation trends, headcount trends and support the leadership in manpower rationalization and cost optimization.

Effectively update all data matrices and create employee life cycle framework and publish people dashboards as per the periodic timelines.

Effectively manage the compensation benchmarking exercise with reference to competition using Recruitment/Portal data, syndicate research data and public portal data annually and publish reports.

Independently and effectively track the Attrition numbers, employee cost changes due to replacements and build and release employee cost dashboard for the management.

HR Operations Management (30%):

Independently and effectively track all processes in HR operations and optimize the same thus augmenting productivity.

Ensure effective and timely delivery of all employee services and effective closer of all employee grievances.

Effectively support all employee life cycle activities like joining formalities, on boarding, disciplinary letter issuance, employee exit documentations etc.

Effectively support the Balance scorecard implementation project and extend ongoing support in effectively running the same.

Ensure that the employee data is managed accurately and timely encompassing all details on internal employee movements and corresponding appraisals.

Effectively support the annual HR budgeting exercise and regularly track the spend against the budget.

Effectively map the current organizational policies to the industry best practices and constantly align them with best practices and evolving business needs, resulting is positive business outcome.

Statutory Audit and Compliance Audit (15%)

Conduct annual risk audit for the organization in terms of statutory compliances and submit the report. Make amends as required to ensure compliance.

Effectively and accurately maintain of compliance documentation.

Effectively manage the knowledge management element for all documents and respective versions that are used in the employee life cycle management.

Work Relations:

Internal:

Reporting to VP-HR for all functional as well as admin issues.

Interfacing with all service level heads and managers based out of India as well as other global offices. (24 X 7 work environment).

Interfacing with other team members of HR team for all functional as well as operational issues.

Interfacing with Finance, Technology for any people or any other operational issues.

External:

Interface with external vendors for any functional issues.

Qualification:

Any Graduate with post-graduation in human resources.

Certification on Compensation and benefits shall be a plus.

Knowledge for use of point plans shall be a plus.