Compensation And Benefits Specialist

Job Summary:

Compensation and Benefits Analyst

Key Responsibilities:

• Compensation Design & Analysis:

• Design and optimize compensation structures for various employee groups, with a strong focus on sales teams and "street-on-street" roles.
  
• Structure and model incentive plans that align with sales targets, KPIs, and business goals.
  
• Develop and manage variable pay plans, including quarterly/annual incentive payouts.
  
• Evaluate internal compensation equity and recommend adjustments as needed.
  

• Benefits Administration:

• Support the design and communication of employee benefits programs.
  
• Benchmark benefits offerings against market standards and suggest enhancements.
  

• Benchmarking & Market Analysis:

• Conduct salary benchmarking using market surveys (e.g., Mercer, Aon, Radford, etc.).
  
• Analyze external compensation trends to maintain competitive salary structures.
  
• Provide insights and reports to support compensation strategy decisions.
  

• Analytics & Reporting:

• Leverage data to analyze pay equity, cost impact of compensation plans, and ROI on incentive programs.
  
• Prepare detailed compensation reports for leadership and HR business partners.
  
• Maintain compensation dashboards and KPIs.
  

• Policy & Compliance:

• Ensure compliance with labor laws and internal policies related to compensation and benefits.
  
• Participate in annual compensation planning, merit review cycles, and salary budgeting.
  

Key Requirements:

• Bachelor's degree in HR, Finance, Economics, or related field (Masters degree or MBA is a plus).
  
• 5–12 years of experience in compensation & benefits, preferably from NBFC.
  
• Proven experience in structuring incentive plans and variable pay programs.
  
• Strong command over compensation analytics and tools such as Excel, Power BI, or Tableau.
  
• Experience with salary benchmarking and familiarity with global C&B surveys (e.g., Mercer, Aon).
  
• Excellent analytical and problem-solving skills.
  
• Strong interpersonal and communication abilities to partner with cross-functional teams.
  

Preferred Skills:

• HRIS tools experience (PeopleStrong)
  
• Knowledge of statutory and compliance aspects related to compensation.
  
• Exposure to reward strategy, pay-for-performance frameworks, and total rewards.