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Job Role: Manager - Compensation and BenefitsWork Location: Chennai - ThoraipakkamRoles and Responsibilities:Compensation Strategy Base Pay Skill-based salary architecture: Define compensation grids based on IT skill clusters (e.g., Java, Cloud, TIBCO, Data Engineering). Location-based differentials: Adjust pay based on delivery center cost tiers (e.g., Bangalore, Hyderabad, Tier-2 cities). Annual benchmarking: Align base pay with market using data from Mercer, Aon Radford. Variable Pay Performance-linked bonuses: Design differentiated short-term incentives for delivery, sales, and corporate roles. Project incentives: Reward high-billing consultants based on project profitability, TAT, or client satisfaction. Retention bonuses: Use join-and-stay or milestone-based bonuses for high-risk/niche talent. Benefits Strategy: Competitive group medical coverage including employee + dependents (parents optional via flex plan). Core Benefits Term life and accident insurance coverage at 2–4x CTC. Gratuity and provident fund as per statutory norms. Flexible Benefits Modular cafeteria plans for tax efficiency (LTA, meal cards, phone reimbursement, etc.). Voluntary benefits like top-up insurance, dental/vision, critical illness riders. Employee Wellness Mental health support (tele-counseling, webinars). Physical fitness initiatives (gym subsidies, wellness challenges). Preventive health check-ups. IT Skills-Based Compensation Architecture Develop and maintain a comprehensive IT skill taxonomy mapped to compensation bands. Differentiate pay structures for high demand/niche technologies (e.g., cloud, cybersecurity, data science, TIBCO). Create skill premiums and lateral hiring guidelines to reflect evolving market dynamics. Regularly benchmark skill-based pay trends via industry surveys (e.g., Mercer, Aon Radford). Statutory Compliance & Governance Regularcompa-ratio analysis , internal parity checks, and external competitiveness reviews. Compensation audit trail, exception governance, and HR-Finance approval workflows. Use ofdashboardsand predictive analytics for attrition risk, cost forecasting, and reward effectiveness. Ensure full adherence to Indian labor laws (Wage Code, PF, Gratuity, ESI, PT, Income Tax). Provide inputs for audits, due diligence, and internal compliance reviews.Data-Driven Decision Making Provide dashboards and analytics on workforce cost, compensation trends, pay competitiveness, and benefit utilization. Use data to support business discussions on cost control, hiring decisions, and organizational restructuring.