SAP SF Compensation and variable pay - TFL

Role Summary
The Compensation, Variable Pay & Benefits Lead (Manager – C2) manages and executes the compensation strategy, variable pay programs, and employee benefits framework for the organization. The role ensures competitive, compliant, and data driven compensation practices, partnering with HR and business leaders to enable fair pay decisions, employee engagement, and cost effective reward structures.
Key Responsibilities
Compensation Management
Lead annual compensation planning (merit, market adjustments, promotions).
Benchmark roles and conduct pay analysis to ensure internal equity and market competitiveness.
Manage salary structures, pay ranges, and job evaluations.
Provide compensation recommendations for hiring, transfers, and retention cases.
Analyze compensation trends and prepare insights for leadership.
Variable Pay & Incentive Programs
Own the design, administration, and governance of variable pay, bonus, and incentive plans.
Manage annual and quarterly incentive calculations, payouts, and audits.
Coordinate with Finance, HRBPs, and business units for performance metrics and eligibility.
Ensure transparency and alignment of incentive programs with organizational goals.
Benefits Administration
Manage employee benefits programs including insurance, leaves, wellness programs, retirement benefits, etc.
Evaluate benefit offerings for competitiveness and cost effectiveness.
Drive vendor management, renewals, negotiation, and SLA adherence.
Ensure employee queries are resolved and benefit policies are well communicated.
Governance, Policies & Compliance
Maintain compensation and benefits policies aligned with statutory requirements (PF, gratuity, ESIC, etc.).
Ensure strong governance, documentation, and audit readiness for all pay and benefits processes.
Drive process improvements and standardization across compensation and benefit operations.
Reporting, Analysis & Insights
Create dashboards and reports on compensation trends, cost impacts, payout summaries, and headcount metrics.
Provide modeling and scenario analysis for leadership decision making.
Support budgeting of compensation, variable pay, and benefits cost projections.
Stakeholder Management
Partner with HR Business Partners, Talent Acquisition, Finance, and Leadership on compensation decisions.
Lead communication plans for rewards cycles, benefits changes, and policy updates.
Act as subject matter expert on compensation and benefits questions.
Skills & Competencies
Technical Skills
Strong knowledge of compensation strategy, job evaluation, variable pay frameworks, and benefits administration
Expertise in Excel (modeling, analytics) and HRIS tools
Strong understanding of Indian C&B statutory compliance
Experience with benchmarking surveys (Mercer, Aon, etc.)
Behavioral Skills
Strong analytical and problem solving skills
High accuracy, data integrity, and attention to detail
Excellent communication and stakeholder management
Ability to manage sensitive pay-related matters with confidentiality
Process oriented with strong execution discipline
Experience & Qualifications
7–12 years of experience in Compensation & Benefits, HR Operations, or Total Rewards
Experience Managing Compensation Cycles And Incentive Plans
Bachelor’s degree in HR, Business, Finance; MBA/PGDM preferred
Prior experience in a mid large enterprise environment is an advantage
KPIs / Measures of Success
Accuracy and timeliness of compensation cycles and incentive payouts
Internal equity and market competitiveness metrics
Audit compliance and policy adherence
Employee satisfaction with benefits and rewards communication
Cost efficiency through effective program administration
Skills: finance,excel,recruitment,audit,compliance,communication,management,variable pay,negotiation

Work arrangement
No