Head Compensation & Benefits (HR)

Key Responsibilities

C&B Strategy & Policy Design

• Develop, review, and implement Compensation & Benefits strategies aligned with corporate objectives.
• Benchmark compensation structures against industry standards to ensure market competitiveness.
• Formulate salary structures, pay bands, and grade systems across the organization.

Rewards & Recognition Programs

• Design and manage reward frameworks, incentive plans, and performance-linked pay structures.
• Oversee employee recognition initiatives to enhance engagement and retention.

Compliance & Governance

• Ensure adherence to statutory laws and labor regulations regarding wages, bonuses, gratuity, PF, and other benefits.
• Maintain internal governance for C&B-related audits and compliance requirements.

Budgeting & Forecasting

• Prepare annual compensation budgets and forecasts.
• Monitor salary costs, variable pay, and benefits expenditure against budgets.

Performance Management Linkages

• Partner with HRBPs and Business Leaders to link C&B structures with performance appraisal outcomes.
• Evaluate and improve incentive schemes to drive productivity.

Benefits Administration

• Oversee group insurance, health benefits, retirement plans, and wellness programs.
• Optimize benefit offerings based on employee needs and cost-efficiency.

HR Analytics & Reporting

• Utilize analytics to evaluate C&B effectiveness and ROI.
• Present regular reports to senior leadership on pay trends, attrition, and compensation competitiveness.

*Job Evaluation*

• A systematic process to assess the relative worth of different jobs in an organization. It involves analyzing job responsibilities, skills, and impact to determine appropriate grading and pay levels. The goal is to ensure internal equity and a fair, transparent compensation structure.

Salary Benchmarking

• The practice of comparing an organization’s pay rates with market data to ensure competitiveness. It uses salary surveys, industry reports, and peer comparisons to set or adjust salary ranges, helping attract and retain top talent while maintaining cost control.

Incentives & ESOPs

• Incentives: Variable pay linked to performance, such as bonuses, commissions, or productivity-linked payouts. Designed to motivate employees to achieve specific goals.
• ESOPs (Employee Stock Option Plans): A long-term retention tool where employees are given the right to purchase company shares at a fixed price, aligning their interests with organizational growth and success.

Contract Management & Billing

• The process of overseeing contracts from initiation to closure, ensuring compliance with agreed terms. Involves monitoring deliverables, timelines, and costs. Billing is integrated into this process to ensure accurate, timely invoicing and revenue tracking, while minimizing disputes.

SHARED SERVICES

• Lead the Shared Services team to deliver HR operations including payroll processing, employee records, benefits administration, and compliance documentation.
• Maintain and optimize HRIS systems, ensuring accurate and timely employee data management.
• Establish and monitor Service Level Agreements (SLAs) for HR services to ensure timely resolution of employee queries.
• Drive process standardization, automation, and continuous improvement to enhance service delivery efficiency.
• Ensure compliance with labor laws, statutory requirements, and internal policies.
• Collaborate with HR Business Partners and COEs to ensure seamless integration of HR services with other HR functions.
• Manage vendor relationships related to payroll, benefits, and HR technology platforms.

Qualification & Requirements

• Qualification: Postgraduate or MBA in HR from a reputed institute.
• Experience: 15–20 years of post-qualification HR experience with at least 8–10 years in a C&B leadership role.
• Industry Preference: Large-scale, reputed manufacturing organizations.
• Strong knowledge of Indian labor laws, tax implications, and statutory compliance.
• Proficiency in HRIS / SAP-HCM and data analytics tools.
• Exceptional stakeholder management, negotiation, and communication skills.
• Ability to balance strategic vision with operational execution.

Competencies

• Strategic Thinking & Business Acumen
• Analytical & Problem-Solving Ability
• High Integrity & Confidentiality
• Strong Influencing Skills
• Adaptability in a Complex, Multi-Plant Environment

Benefits

• Cell phone reimbursement
• Commuter assistance
• Food provided
• Health insurance
• Internet reimbursement
• Leave encashment
• Life insurance
• Paid sick time
• Paid time off
• Provident Fund