Job Title

Job Description: HR – Compensation and Benefits ManagerRole OverviewThe HR Compensation and Benefits Manager will play a pivotal role in driving compensation strategy, benefits administration, organization job architecture, and leading HR integration efforts across group entities. This role is ideal for a strong professional with deep expertise in Compensation and Benefits, advanced analytical capability, and proven experience in handling Total rewards strategy & Pay equity.The position acts as a key advisor to leadership, ensuring data-driven decision-making, compliance adherence, and seamless compensation & benefits administration. This position acts as an independent individual contributor who can quickly ramp up, take ownership of end-to-end processes, and deliver high-quality outcomes with minimal supervision.Key Responsibilities1. Compensation & Benefits (C&B)Lead the design, review, and execution of compensation strategy aligned with business goals and market competitiveness.Conduct market benchmarking, compa-ratio analysis, pay structure reviews, and recommend salary corrections/adjustments based on analytics and performance.Act as an architect to build Job Families and Job Codes that are industry facing and map them to internal job profiles/descriptions for accurate benchmarking processes.Foster a pay-for-performance culture in the organization through leadership connects, consulting and required tools for data synthesis and finalization.Oversee benefits administration including insurance, wellness benefits, reimbursements, and vendor relationships.Negotiate with benefit providers and manage renewal cycles to optimize ROI and employee value.Partner with Finance and HR leadership during annual compensation cycle, budgets, merit increases, and incentive programs to ensure compliance and process governance.Own end-to-end Compensation & Benefits analytics including critical reports such as Market Benchmarking, Compa-Ratio & Range Penetration Analysis, Merit & Increment Distribution, Pay Equity Analysis, Compensation Cost vs Revenue/Productivity, Benefits Utilization & ROI, and Salary Budget Forecasting dashboards for leadership decision support.2. Project ManagementOwn and maintain HR project plans, status trackers, dashboards, and Gantt charts for ongoing and upcoming HR initiatives.Drive cross-functional coordination, ensuring deliverables are met within scope, time, and quality.Prepare project documentation, governance updates, and closure reports for leadership review.Monitor project risks, highlight dependencies, and ensure timely resolution of blockers.Good to have (preferred)Advanced Excel & Macros.Partner closely with business leaders and functional stakeholders to resolve Compensation and Benefits issues, drive employee experience, and ensure high-quality service delivery.Support and conduct job market research, performance cycle activities, transfers, and role changes in relation to Total Rewards.Desired Candidate ProfileQualificationsMBA/MSW/PGDM in HR or related discipline from a recognized institution.7–9 years of experience in HR responsibilities, especially Compensation & Benefits, HR Operations, and/or HR Project Management.Experience in compensation and benefits strategy HR integration and M&A processes is highly desirable.Technical & Functional SkillsStrong understanding of compensation structures, benchmarking methodologies, CTC calculations, compensation survey data, and pay philosophy design.Proficiency in benefits management, vendor negotiation, and ROI analysis.Advanced Excel, HR analytics tools, and experience creating dashboards.Strong project management skills: Gantt charts, trackers, MS Projects (or similar).Knowledge of HRIS and HR data mapping across multiple entities is a must.Behavioural CompetenciesExcellent communication and stakeholder management skills.High ownership mindset with ability to drive outcomes independently.Problem-solving ability with a strong analytical approach.Comfortable working in dynamic, ambiguous, and fast-changing environments.Ability to maintain confidentiality, integrity, and professional judgement.Preferred ExperienceExperience in BPO, GCC, Technology, or Consulting firms.History of working with CXO-level stakeholders and cross-functional teams.Exposure to M&A integration activities, restructuring projects, or multi-entity HR operations.