Head Compensation and Benefits & HR Operations
Job Location:
Monthly Salary:
Posted:
Application Deadline:
Vacancies:
Job Summary
Lead the Performance Management system Compensation benchmarking Job Evaluation & Analysis and the design and roll-out of Sales compensation interventions to support the business goals for all business units viz ABML & ABARC. Adhere to statutory compliance and ensure that the C&B initiatives implemented are aligned to the Group policies. Drive continuous improvement to enhance and improve effectiveness in the compensation and benefits function within the organization.
Also responsible for HR Operations Compliance & Payroll for all business units viz ABML & ABARC thus driving the entire employee life cycle.
Job ContextLead the Performance Management system Compensation benchmarking Job Evaluation & Analysis and the design and roll-out of Sales compensation interventions to support the business goals for all business units viz ABML ABIF ABARC. Adhere to statutory compliance and ensure that the C&B initiatives implemented are aligned to the Group policies. Drive continuous improvement to enhance and improve effectiveness in the compensation and benefits function within the organization.
Also responsible for HR Operations Compliance & Payroll for all business units viz ABML ABIF ABARC thus driving the entire employee life cycle.
Job Challenges: Managing the pace of HR processes such as payroll compensation HRIS and operations with the growth of the business
Defining & Managing (for all 3 entities) Compensation & benefits programs in alignment with the ABCap Compensation architecture.
Define process for performance evaluation criteria and measurement across levels and completion of performance calendar
Drive pay to performance compensation philosophy by defining level based compensation banding & structure.
Enhance market intelligence on Compensation through benchmarking by participation in Compensation Surveys and internal database of new employees.
Managing wage costs in a high growth industry to ensure compensation to OPEX ratio as per budgets.
Responsible for HR process and payroll audit & compliance.
Ensuring effective management of multiple vendors.
Drive Performance Management System completion across the organisation.
Facilitating and creating HR structures and systems to build synergy across businesses and functions is challenging as all business operate under different regulator guidelines and processes.
Volatile competitive and disruptive environment requiring nimble planning and constant touch with internal as well as outside world. Ensuring seamless and uniform implementation of HR strategies in widely distributed offices and employees across the geography is challenging.
All 3 business units ABML ABIF & ABARC have different process and policies wrt various human resource functional aspects. Its imperative to ensure the right yard stick is used to manage each policy. This needs to be micromanaged at each stages of process execution and is a big challenge.
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | Plan initiate and monitor the salary & benefits budgeting process | market benchmark surveys on compensation & Benefits. budgeting analysis to determine salary increases and costs impacts on payroll. robust compensation structures aligned to prevalent Tax norms of an effective compensation strategy to ring fence key talents for the organization (LTIP/Deferred Compensation/ESOPS) out the increment process in line with the guidelines keeping in mind market benchmarks salary budgets and roll-out the increment exercise an effective resolution framework/matrix & ensure timely resolution for all employee queries related to compensation define and adequately document HR policies and guidelines for smooth functioning of relevant HR processes. |
| KRA2 | Initiate and drive the performance management cycle (Mid-Year & Annual) | business/ managers to define performance evaluation criteria for performance ratings analysis and ensure distribution curve. the launch and completion of the performance management plan in a timely manner. |
| KRA3 | Drive the job evaluation exercise as per prevalent structures and roles | organization structures are updated to reflect current realities and facilitate effective job description documentation exercise across Functions an in-depth understanding of the job evaluation framework ensure that the flow of roles responsibilities and accountabilities is accurately captured in the Job Description documents timely submission of complete documentation and data points for the various Job Evaluation Committees (BJEC CJEC and APEX) where applicable inputs from JE exercise are effectively used during annual and mid-year appraisals and promotion / up-gradation activities. maintenance of accurate records in relation to the JE exercise |
| KRA4 | Design and Optimization of Compensation & Target Setting |
|
| KRA5 | Ensure smooth management of Poornata System for the organisation to ensure that employee records are maintained and updated in a timely manner | adequate documentation and updation of JDs/KPI/KRA for all the roles in the organization and their validity against goal settings of the respective incumbents. and collaborate on periodic information audits efficient data management on Poornata System pertaining to employee records part of the new systems development team and provide inputs to ensure that data is migrated accurately from legacy to new systems conduct test scenarios with vendors |
| KRA6 | Plan initiate and drive the benefits programs for the organisation | and implement employee benefit programs like insurance & health schemes make necessary recommendations & improvements need gap analysis and initiate new benefit plans as well as ensure smoother operations of current schemes. new initiatives to the organisation and employees and address queries clarifications as well as grievances |
| KRA7 | Manage the development and implementation of all aspects of HR Operations- Drive HR operations and enhance service delivery to all employees as per defined SLAs & TATs | SOPs for all HR operations processes. life cycle of employee on HR administration aspects as per defined TATs process and work flow improvements the entire HR operational activities are executed smoothly and the HR processes are reviewed and updated in line with the ABC/ABG/Industry norms the existing processes for scope of improvements in building process efficiencies reducing TATs improving accuracy and opportunities to save costs |
| KRA8 | Manage Statutory compliance including the payroll function and the shared service support for the organization | that the payroll processing is done smoothly and timely on a routine basis for all 3 Business Units all statutory compliance are 100% adhered without any deviations. and align the HR Ops and Payroll Vendors and Business Partners in line with the HR agenda. Process Governance Audit Compliance & Controls in all HR Operations and Payroll activities |
| KRA9 | Team Management | employee talent and expertise. adequate training development opportunities and career planning is established for the team the team and maintain employee satisfaction of team at optimal levels |
Required Experience:
Exec
About Company
Discover a world of financial solutions at Aditya Birla Capital – your trusted partner for investments, insurance, loans, and a wide range of financial services in India.
