Team Member - Rewards

Job description

**Position Purpose :** To support the design, execution, analytics, and governance of the organizations rewards and performance management frameworks. The role ensures process discipline, accurate data management, timely execution of cycles, and strong stakeholder support across HRBPs, Finance, and Business teams. The position contributes to delivering a fair, competitive, and scalable total rewards strategy and a robust performance culture. **Role & responsibilities :** **Strategic Responsibilities** - Support the design and refinement of the organizations rewards philosophy, policies, and governance frameworks. - Conduct compensation and role-based benchmarking with leading organizations; provide insights for continuous improvement and competitiveness. - Contribute to development of compensation structures, incentive frameworks, and reward models aligned with business strategy. - Provide analytical support for manpower budgeting, workforce planning, cost simulations, and long-term rewards interventions. - Ensure high standards of governance, data accuracy, and compliance across all compensation and workforce planning workflows. - Drive adoption of digital tools, analytics platforms, and automation to enhance process efficiency and user experience. **2. Workforce Planning & Budgeting** - Support annual manpower budgeting, workforce cost planning, and cost-to-hire simulations for CHRO/CXO review. - Prepare headcount analytics, workforce trends, variance reports, and forecasting insights for strategic decisions. - Maintain workforce planning dashboards and models, ensuring accuracy and alignment with approved budgets. **3. Compensation Analytics & Increment Cycle Support** - Support annual compensation processes including increments, promotions, bonus payouts, off-cycle decisions, ensuring governance and timely delivery. - Conduct compensation analytics, internal equity studies, and salary structure maintenance (pay ranges, job bands). - Partner with HRBPs and Finance to validate workforce cost implications and reward-related financial planning. **4. Benchmarking & New C&B Initiatives** - Conduct compensation benchmarking using market surveys and industry data to support role-based comparisons. - Contribute to new C&B initiatives, reward programs, and structural enhancements based on business and market insights. - Prepare benchmarking insights, dashboards, and reports for CXO-level decision forums. **5. HR Policy Drafting & Governance** - Draft, revise, and maintain HR policies, SOPs, and governance documents based on business needs and external best practices. - Partner with Legal, Finance, HR Ops and HRBPs to ensure consistent interpretation, compliance, and policy communication. - Strengthen process governance by ensuring accurate documentation, audits readiness, and standardization across reward workflows. **6. Offer Structuring & Rollout** - Structure compensation packages for new hires based on internal benchmarks and market competitiveness. - Coordinate with Talent Acquisition and Finance to validate CTC breakdowns and grade alignment. - Support accurate offer letter creation and timely rollout while ensuring compliance with policy guidelines. **7. Leadership Dashboards & Strategic Insights** - Prepare dashboards and insights for CHRO and CXO presentations, covering workforce costs, reward trends, and benchmarking. - Conduct predictive modelling and data-driven insights to support strategic HR decisions and organizational planning. - Maintain documentation, MIS repositories, and analytics databases with high data integrity. **8. Special Projects** - Work on strategic projects initiated by the CHROs office such as reward transformations, workforce optimization, or policy modernization. - Collaborate with cross-functional teams and business leaders to deliver high-impact outcomes and insights. - Provide research, analytics, and presentations for leadership reviews. **Preferred candidate profile** : - Strong understanding of compensation structures, survey methodologies, pay ranges, policy design, Short term & long-term incentive implementation - Deep knowledge of performance management frameworks, competency models, and rating calibration. - Strong data analytics skills (Excel, Power BI preferred). High process orientation and governance mindset.