Compensation Manager

About TaskUs: TaskUs is a provider of outsourced digital services and next-generation customer experience to fast-growing technology companies helping its clients represent protect and grow their brands. Leveraging a cloud-based infrastructure TaskUs serves clients in the fastest-growing sectors including social media e-commerce gaming streaming media food delivery ride-sharing HiTech FinTech and HealthTech.

The People First culture at TaskUs has enabled the company to expand its workforce to approximately 45000 employees globally. Presently we have a presence in twenty-three locations across twelve countries which include the Philippines India and the United States.

It started with one ridiculously good idea to create a different breed of Business Processing Outsourcing (BPO)! We at TaskUs understand that achieving growth for our partners requires a culture of constant motion exploring new technologies being ready to handle any challenge at a moments notice and mastering consistency in an ever-changing world.

What We Offer: At TaskUs we prioritize our employees well-being by offering competitive industry salaries and comprehensive benefits packages. Our commitment to a People First culture is reflected in the various departments we have established including Total Rewards Wellness HR and Diversity. We take pride in our inclusive environment and positive impact on the community. Moreover we actively encourage internal mobility and professional growth at all stages of an employees career within TaskUs. Join our team today and experience firsthand our dedication to supporting People First.

The Compensation Manager will oversee the following key areas of compensation administration and management in SEA and may also serve as regional representative/POC for other global projects and initiatives:

• Compensation Audit

• Off cycle Compensation Requests

• Annual Merit Process

• Internal Movements

• Compensation Tickets

• Compensation Surveys and Benchmarking

• Pay Structure Maintenance

• Pricing and Job Evaluation

• Salary Budgeting

• Policy and Process Management

Responsibilities:

Compensation Audit

Bonus Audit and Validation:

• Conduct monthly audit and validation to ensure employees are assigned the correct bonus plan based on defined eligibility criteria.

• Check the accuracy of the assigned bonus plan details to the eligible employees (plan type target eff date) and ensure consistency between contracts and Workday record.

Campaign Audit:

• Lead the walkthrough of the market wage analysis with auditors and compliance team for specific accounts in TaskUs.

• Oversee timely submission of required evidence and ensure accuracy of the details submitted to campaign auditors.

Finance Audit:

• Review and sign off all reports requested by Finance to be submitted to external auditors.

Compensation Data Audit:

• Lead coordination with HRIS / Data Governance team to maintain clean and accurate compensation data in Workday.

Manual Inputs

• Reviewer of the manual inputs to be endorsed to HRIS and Payroll (eg. lump sum payment relocation subsidy and any other payment that are not directly recorded in Workday).

Compensation Administration

Deliverable(s) :

Offcycle Compensation Change Requests

• Review the analysis and recommendations prepared by the Sr Compensation Analysts for all off cycle compensation change requests received for the month.

Annual Merit Process

• Ensure all data points required to complete the merit calculations are updated and accurate. This includes:

- employee information

- compensation changes

- pay structure

- exceptions and exemption cases to be considered in the merit process

Internal Movements

• Conduct random check on pay change memos prepared by Sr Compensation Analysts during campaign movements

• Review package recommendations from Recruitment for lateral movements and promotions.

• Conduct initial assessment when hiring managers request for packages that are higher than the standard guidelines for internal movements.

Compensation Tickets

• Escalation point when Sr Compensation Analysts need guidance and direction to resolve tickets.

Compensation Management

Deliverable(s) :

Compensation Surveys and Benchmarking

• Prepare and submit the compensation survey data to various third party administrators.

• Address clarifications required by the vendors on the submitted data.

• Monitor the release of the compensation survey data results and download the results once available.

Pay Structure Maintenance

• Conduct regular audit and validation to ensure the Pay Structure is updated and accurate at all times.

• First escalation point when the business is requesting for specific set up that deviates from the agreed job architecture of TaskUs (eg. changes in level roles to be tagged under multiple departments exceptions on premium pay eligibility).

• POC for coordinating significant changes in the Pay Structure which could impact other units like Recruitment HRIS and Payroll.

Pricing and Job Evaluation

• Support/guide the Sr Compensation Analysts and collaborate with Talent Acquisition / Corp Recruitment in recommending rates for new campaigns that are non-standard or new roles under the Support group.

Salary Budgeting

• Main POC to provide comp-related data needed by Finance to plot budget projections for the succeeding year

Compensation Management

Deliverable(s) :

Compensation Surveys and Benchmarking

• Prepare and submit the compensation survey data to various third party administrators.

• Address clarifications required by the vendors on the submitted data.

• Monitor the release of the compensation survey data results and download the results once available.

Pay Structure Maintenance

• Conduct regular audit and validation to ensure the Pay Structure is updated and accurate at all times.

• First escalation point when the business is requesting for specific set up that deviates from the agreed job architecture of TaskUs (eg. changes in level roles to be tagged under multiple departments exceptions on premium pay eligibility).

• POC for coordinating significant changes in the Pay Structure which could impact other units like Recruitment HRIS and Payroll.

Pricing and Job Evaluation

• Support/guide the Sr Compensation Analysts and collaborate with Talent Acquisition / Corp Recruitment in recommending rates for new campaigns that are non-standard or new roles under the Support group.

Salary Budgeting

• Main POC to provide comp-related data needed by Finance to plot budget projections for the succeeding year

Behavioral Competencies:

• Integrity

• Initiative

• Dependability

• Accountability

• Flexibility

• Team Player

• Optimistic

• Compassionate

• Rational

• Organized and Systematic

Qualifications:

• Bachelors Degree preferably related to Math or Statistics

• At least 2 year experience in Total Rewards or Compensation

• At least 2 years of experience working in a highly collaborative environment is required

• At least 2 years experience in people and project management is required

• With a strong background in compensation surveys market data analysis and job evaluation is required

• With background in Workday Core Compensation is preferred

How We Partner To Protect You: TaskUs will neither solicit money from you during your application process nor require any form of payment in order to proceed with your application. Kindly ensure that you are always in communication with only authorized recruiters of TaskUs.

DEI: In TaskUs we believe that innovation and higher performance are brought by people from all walks of life. We welcome applicants of different backgrounds demographics and circumstances. Inclusive and equitable practices are our responsibility as a business. TaskUs is committed to providing equal access to opportunities. If you need reasonable accommodations in any part of the hiring process please let us know.

We invite you to explore all TaskUs career opportunities and apply through the provided URL Experience:

Manager