Manager - Compensation & Benefits

Postgraduate degree / MBA in Human Resources, Finance or a related
discipline
2. 8-12 years of progressive experience across payroll, HR operations,
statutory compliance, compensation and benefits, including at least 2-3
years independently owning critical processes
3. Hands-on experience in end-to-end payroll processing, payroll controls,
reconciliations, statutory deductions, employee taxation inputs, benefits
administration and payroll audits
4. Strong working knowledge of applicable Indian labour and employment
compliances, including establishment, employee, wage, social-security and
statutory-record requirements
5. Demonstrated experience managing the employee lifecycle and HR
operations across multiple locations
6. Strong hands-on experience with SAP SuccessFactors or a comparable
HRMS, including employee master data, workflows, reporting, data
interfaces and user access controls
7. Advanced Excel and analytical capability, with experience in compensation
modelling, dashboards, workforce cost analysis, data validation and
management reporting
8. Experience supporting annual compensation reviews, salary benchmarking,
benefits analysis, ESOPs and/or other long-term incentive plan
implementation, calculations and tracking
9. Working knowledge of employee-data privacy, confidentiality, access
governance, retention and secure data-sharing practices
10. Prior experience in a regulated pharmaceutical, manufacturing or multi
entity environment preferred.
Summary / Key Responsibilities
Role Summary
Own and strengthen the organisation’s payroll, HR statutory compliance, employee
lifecycle operations, HR systems and employee-data governance. The role will also
manage compensation and benefits analytics, support compensation decisions
through reliable data and calculations, and execute and track ESOP and other long
term incentive plans in close coordination with HR leadership, Finance, Legal,
Secretarial, external advisors and payroll partners.
Key Result Areas
• Payroll governance, processing and controls
• HR statutory compliance, audits and risk closure
• Employee lifecycle and HR operations
• SAP SuccessFactors, employee master data and process automation
• Employee-data privacy, confidentiality and access governance
• Compensation and benefits analytics and administration
• ESOP and other long-term incentive plan implementation and tracking
• HR MIS, dashboards, workforce cost analytics and decision support
• Policy, SOP, vendor and stakeholder governance
1. Payroll Governance and Employee Benefits
• Own the complete monthly payroll cycle, including input collation,
validation, processing, exception review, maker-checker controls, sign-offs
and timely payroll closure.
• Validate new joiners, exits, attendance, leave, incentives, deductions,
reimbursements, recoveries, loans/advances, full-and-final settlements
and other pay-impacting transactions.
• Review payroll registers, bank advice, accounting inputs, variance reports,
payroll-to-GL reconciliation and employee-wise exceptions before release.
• Coordinate with Finance, payroll vendors and internal stakeholders for
accurate salary disbursement, statutory remittances, tax inputs, provisions
and payroll accounting.
• Administer employee benefits and insurance programmes, including
enrolment, additions/deletions, renewals, claims coordination, vendor
reconciliation and employee communication.
• Maintain payroll calendars, process notes, control checklists, evidence and
audit trails; track errors, root causes and corrective actions.
2. HR Statutory Compliance and Audits
• Own the HR statutory compliance calendar and ensure timely registrations,
renewals, displays, records, returns, remittances and supporting
documentation across applicable establishments and locations.
• Coordinate compliance relating to wages, social security, bonus, gratuity,
leave, working conditions, employment records and other applicable
labour requirements, with specialist advice where required.
• Maintain location-wise compliance trackers, statutory registers, licences,
notices, contractor/manpower documentation and evidence repositories.
• Lead HR compliance reviews and support internal, statutory, customer and
regulatory audits; ensure timely closure of observations and sustainable
corrective and preventive actions.
• Monitor changes in labour and employment regulations, assess operational
impact and coordinate updates to policies, processes, systems and
communications.
3. HR Operations and Employee Lifecycle
• Manage employee lifecycle transactions from joining through
confirmation, transfer, promotion, role/location/reporting changes, leave,
benefits changes, separation and full-and-final closure.
• Ensure complete, accurate and timely employee documentation, personal
files, letters, approvals, workflows and records in line with defined
authority and retention requirements.
• Drive consistent service standards, turnaround times, case tracking and
resolution for employee HR operations queries.
• Maintain and periodically improve HR policies, SOPs, templates, checklists
and process controls; ensure consistent implementation across locations.
• Manage HR operations vendors against scope, service levels, accuracy,
confidentiality, controls and commercial terms.
4. SAP SuccessFactors, HR Data and Process Automation
• Act as process owner for relevant SAP SuccessFactors modules and
employee master data, ensuring data quality, timely updates and
alignment between HRMS, payroll and other downstream systems.
• Manage workflows, role-based access, user support, issue logs, data
interfaces, testing, change requests and system/vendor coordination.
• Perform periodic data-quality checks, reconciliations and exception
closure; maintain clear ownership and controls for critical employee data
fields.
• Identify and implement opportunities for digitisation, workflow
simplification, self-service, standardisation and reduction of manual
interventions.
5. Employee-Data Privacy and Governance
• Apply need-to-know and role-based access principles to employee and
compensation data; maintain access reviews, confidentiality controls and
approval trails.
• Ensure secure collection, use, storage, sharing, retention and disposal of
employee data in accordance with organisational policy and applicable
requirements.
• Coordinate responses to employee-data requests, corrections, incidents
and audits with Information Security, Legal and other relevant
stakeholders.
• Ensure vendors handling employee data follow contractual confidentiality,
security, retention and breach-notification requirements.
6. Compensation and Benefits Administration and Analytics
• Support salary benchmarking, compensation structures, annual increment
and promotion cycles, salary corrections, offer-fitment analysis and
benefits-cost reviews.
• Prepare accurate compensation calculations, scenario models, compa
ratio/range analysis, internal equity analysis, employee cost projections
and decision-support packs.
• Manage approved compensation changes through documented inputs,
validations, system updates, employee letters and payroll implementation.
• Analyse fixed pay, variable pay, benefits and workforce cost data to
identify trends, exceptions, risks and opportunities; present concise
insights to HR leadership.
• Maintain confidentiality and version control for compensation models,
employee-level data, approvals and decision records.
7. ESOP and Other Long-Term Incentive Plans
• Implement approved ESOP and other long-term incentive plan actions,
including participant data preparation, grant calculations, documentation
tracking and system/register updates.
• Maintain accurate participant-wise records for grants, vesting schedules,
exercises, lapses, cancellations, leaver treatment, settlements and
outstanding awards.
• Prepare calculations and reconciliations for vesting, exercise, payroll/tax
inputs, provisions and management reporting in coordination with Finance,
Legal, Secretarial and external advisors.
• Track approvals, award letters, acceptance documentation, employee
communication, queries and milestone calendars while preserving
confidentiality and auditability.
• Provide periodic dashboards and exception reports on award status,
upcoming events, dilution/data inputs and unresolved actions, based on
approved plan rules and governance decisions.
8. HR Analytics, MIS and Decision Support
• Create and maintain reliable dashboards and recurring reports covering
payroll, headcount, employee cost, benefits, compliance, employee
lifecycle, data quality, service levels and long-term incentives.
• Translate data into concise insights, trends, variances and actionable
recommendations for HR and business leadership.
• Establish standard definitions, data sources, validation checks, cut-off
dates, ownership and version control for HR reporting.
• Respond to ad hoc analytical requirements while ensuring accuracy,
confidentiality and traceability of ca

Work arrangement
No