390 Compensation Management Jobs

Client Requirement Analysis Understand client requirements thoroughly to gain a clear understanding of their hiring needs. Company and Market Research Research the client's company and gain insights into the competitive market landscape. Strategy Development Develop and implement effective strategies to identify and attract the right candidates who fit the job requirements. Candidate Identification Identify prospective candidates using multiple sourcing channels, including job portals, social media, referrals, and networking. Candidate Engagement Source and communicate with candidates to gain an in-depth understanding of their current roles and career aspirations. Screening and Shortlisting Conduct the first round of detailed screening and shortlist the most suitable candidates before sharing profiles with clients.

Client Requirement Analysis Understand client requirements thoroughly to gain a clear understanding of their hiring needs. Company and Market Research Research the client's company and gain insights into the competitive market landscape. Strategy Development Develop and implement effective strategies to identify and attract the right candidates who fit the job requirements. Candidate Identification Identify prospective candidates using multiple sourcing channels, including job portals, social media, referrals, and networking. Candidate Engagement Source and communicate with candidates to gain an in-depth understanding of their current roles and career aspirations. Screening and Shortlisting Conduct the first round of detailed screening and shortlist the most suitable candidates before sharing profiles with clients.

Client Requirement Analysis Understand client requirements thoroughly to gain a clear understanding of their hiring needs. Company and Market Research Research the client's company and gain insights into the competitive market landscape. Strategy Development Develop and implement effective strategies to identify and attract the right candidates who fit the job requirements. Candidate Identification Identify prospective candidates using multiple sourcing channels, including job portals, social media, referrals, and networking. Candidate Engagement Source and communicate with candidates to gain an in-depth understanding of their current roles and career aspirations. Screening and Shortlisting Conduct the first round of detailed screening and shortlist the most suitable candidates before sharing profiles with clients.

We MiNdLiNkS IT Consulting are looking for Any HR or Recruitment Domain experienced resources having 2-5 years of experience and willing work from home (WFH) in a reputed MNC in a permanent position and by Upskilling with SAP SuccessFactors Cloud HCM. This is a WORKBENCH Hiring Program, where we train you and let you to work in our internal project, which is Task-Based and Role-Specific Upskilling-UpHiring Program and we hire for our US, UAE and Australian MNC Clients under the 90 DAYS UPHIRING Program, which is SAP Authorised Certification Assisted. We have a continuous requirements on SAP SuccessFactors for Fresher and experienced resources. These are Permanent Positions and 100% of salary hike will be provided at minimum and joining bonus will be a plus. Monday to Friday and IST hours are preferred to work. Having minimum graduation and good communicational skills and team working spirit is added advantage. HR and Recruitment Domain is mandatory. Email us on [HIDDEN TEXT] or visit www.themindlinks.com for more details. You can WhatsApp us on +918977324241 Roles & Responsibilities: Project Oriented understanding of the Home Page & Admin Center Real-Time usage of understanding of Company Processes & Cycles Good understanding of Manage Employees Scenario Based understanding of Upgrade Center Good Command over Tool Search Good understanding of Support access Good understanding of Favorites Usage of Manage Languages Command over Admin Center Options. Usage of Text Replacement Good understanding of Manage Home Page Using Theme Manager Uploading Company Logo Real-Time usage of PicklistCenter Real-Time usage of Import/Exports Good understanding of Manage Support Access Good understanding of Instance Synchronization Wizard Good understanding of Instance Synchronization Monitor tool Good understanding of Email Notification Template Settings Real-Time usage of Data Retention tool management Real-Time usage of Check tool Good understanding of Company System & log Settings Good understanding of Understanding the country wise settings Good understanding of Creation of UDF Good understanding of the Talent Profile & Employee Central Profile Good understanding of the General Settings of Provisioning Scenario Based understanding of EC admin RBP Good understanding of Structures Good understanding of Org Structure Good understanding of Job Structure Good understanding of Pay Structure Good understanding of Objects Scenario Based understanding of Foundation Objects Scenario Based understanding of MDF Objects Good understanding of Effective Dated Objects Good understanding of Non- Effective Dated Objects Good understanding of Associations Good understanding of One to One Associations Good understanding of One to Many Associations Good understanding of Position Management Settings Good understanding of General Scenario Based understanding of Hierarchy Adoptions Scenario Based understanding of Synchronization Scenario Based understanding of UI Customizing Good understanding of Right to Return Good understanding of Transition Period Good understanding of Integration Good understanding of Import Good understanding of Creation of Position Good understanding of Creation of Mass positions Good understanding of Creation of Mass MDF Objects Good understanding of Creation of Custom Objects Good understanding of Understanding the Events Good understanding of Creation of Events Reasons Good understanding of the standard solution of Events Reasons Good understanding of Creation of workflow #SAPSuccessFactors #EmployeeCentral #HRTech #SuccessFactorsConsultant #SAPJobs #HRIS #SuccessFactorsImplementation #Integration #HRTechnology #HiringNow #SFEC #SFEmployeeCentral #SFCertification #SFCertificationSupport #SFJobSupport #SuccessFactorsOpenings #SAPHROpenings #SAPHCMOpenings #SAPPayrollOpenings

Role Overview: As a Manager/Associate Manager in HR Operations - Compensation at SS&C, you will be responsible for managing compensation, bonuses, and increments for employees based on recommendations from senior leadership. You will play a key role in the performance appraisal and promotion process, as well as assist in the yearly increments, bonus, and ESOPs cycle at a global level from India. Your support to business heads in decision-making by providing data on compensations such as salaries, bonuses, appraisals, and promotions will be crucial. Additionally, you will be tasked with creating insightful reports and executive summary presentations on recruitment, headcounts, attrition, and other talent analytics. Engaging with senior leadership to address inquiries and foster problem resolution will also be part of your responsibilities. Key Responsibilities: - Manage compensation including bonuses and increments for employees based on recommendations from senior leadership - Assist in the performance appraisal and promotion process - Support the yearly increments, bonus, and ESOPs cycle at a global level from India - Provide data related to compensations in terms of salaries, bonuses, appraisals, and promotions for business heads - Create insightful reports and executive summary presentations on recruitment, headcounts, attrition, and other talent analytics - Engage with senior leadership to address inquiries and foster problem resolution Qualifications Required: - Bachelor's degree in Human Resources, Business Administration, or related field - Proven experience in HR operations with a focus on compensation - Strong analytical skills with the ability to interpret data and provide recommendations - Excellent communication skills to engage with senior leadership and stakeholders - Proficiency in creating reports and presentations to convey complex information effectively If you meet the above qualifications and are looking to join a leading financial services and healthcare technology company with a global presence, SS&C could be the right fit for you.,

Varicent ICM Developer A minimum of 5 to 7 years of experience working with Varicent ICM. Proven expertise in development efforts related to Incentive Compensation Management (ICM). Experience with migrating to Varicent ICM Cloud is a significant advantage. Strong functional knowledge of agency commissions management within the Life Insurance sector, including an understanding of hierarchies.

End to end exp on working with Implementation projects. Look for candidate who has worked on implementation project. 1) Good understanding of the Business Processes and Compensation Summary 2) Conduct requirement workshops and Map Business Processes to Oracle HCM Cloud Modules 3) Ability to identify as-is processes and to-be processes 4) Ability to build/review functional design specification documents 5) Designing complex enhancements, interfaces, reports 6) Ability to configure scenarios in relevant Cloud modules 7) Has worked with small and large teams 8) Has knowledge of different aspects of life cycle of Oracle HCM Cloud implementation projects.

Role Purpose The Manager Compensation & Benefits (C&B) will be responsible for designing, managing, and implementing compensation structures, payroll processes, and benefits programs across the organization. The role ensures internal equity, external competitiveness, legal compliance, and alignment with business objectives. Exposure to European payroll and compliance handling will be a strong advantage for this position. Key Responsibilities Compensation Management: Design, review, and implement compensation structures aligned with organizational goals. Conduct salary benchmarking and market surveys to maintain competitiveness. Develop and maintain salary ranges, pay scales, and job evaluation frameworks. Partner with Finance to ensure budgeting accuracy for manpower cost planning. Payroll & Compliance: Oversee monthly payroll processing ensuring accuracy, timeliness, and compliance. Ensure statutory compliance (PF, Gratuity, ESI, Income Tax, etc.) in India and, if required, in Europe. Manage payroll audits, tax compliance, and employee-related financial reporting. Exposure to European payroll systems, taxation, and employment laws will be an added advantage. Benefits Administration: Design and manage employee benefit programs (insurance, wellness, retirement benefits, allowances, etc.). Ensure benefits are competitive, cost-effective, and aligned with employee needs. Evaluate new benefits and perks based on workforce demographics and market trends. Performance & Rewards: Partner with HRBPs to support annual appraisal cycles, increment planning, and bonus administration. Support incentive and recognition programs for motivating and retaining talent. HR Policies & Compliance: Develop and implement C&B policies in line with organizational strategy. Ensure compliance with local labor laws and international regulations where applicable. Support audits, regulatory submissions, and internal controls related to payroll and C&B. Analytics & Reporting: Generate C&B dashboards, MIS reports, and insights for leadership decision-making. Track trends in compensation, attrition, and retention for proactive HR planning. Key Skills & Competencies Strong knowledge of Compensation & Benefits frameworks, payroll systems, and HR analytics . Expertise in Indian labor laws and statutory compliances ; exposure to European payroll/compliance will be a plus. Analytical mindset with attention to detail and data-driven decision-making. Excellent stakeholder management, communication, and problem-solving skills. High integrity, confidentiality, and ability to manage sensitive employee data. Qualifications & Experience MBA / Master’s Degree in HR, Finance, or related field. 10–15 years of progressive HR experience with at least 4–5 years in Compensation & Benefits Lead . Experience in payroll management and HR compliance. Hands-on knowledge of HRMS/Payroll software (SAP, Workday, Oracle, SuccessFactors, Darwinbox, etc.). Exposure to multi-country payroll, preferably Europe , will be considered a strong advantage.

Role & responsibilities Responsible for market analysis for Salary Benchmarking Design and implementing Short term and long term incentive plans Stakeholder and team management Cross functional collaboration with HRBPs and other departments for the insight Preferred candidate profile Skill: COE role in C&B and payroll management Exp: 7-12 years Industry - Open

Required Skills & Qualifications: Oracle HCM Cloud, with at least 23 end-to-end implementations in Benefits, Compensation, or Payroll modules 7+ years of Oracle HCM Cloud Functional experience, with expertise in at least two of the following modules: Benefits, Compensation, Payroll. Hands-on experience with full lifecycle Oracle Fusion HCM implementations. Strong knowledge of HCM business processes and regulatory compliance (especially related to payroll and benefits). Experience in creating functional design documents, test scripts, and training materials. Strong communication and client-facing skills. Ability to work independently and as part of a collaborative team. Location: Bangalore/Pune/Hyderabad/Gurgaon/Noida Call ON: 7738402343

Role Overview: As an Oracle HCM Compensation Functional professional, you will be responsible for implementing, maintaining, and supporting Oracle HCM Cloud Compensation modules. Your role will involve understanding business requirements, configuring the system, testing, training, and supporting end-users. It is essential to have a strong understanding of compensation processes and best practices to effectively translate business needs into system requirements. Key Responsibilities: - Implement and support Oracle HCM Cloud Compensation modules. - Analyze business requirements and translate them into effective & efficient application configuration. - Collaborate closely with stakeholders to understand their needs and provide functional expertise. - Ensure the quality and timely delivery of system solutions. Qualifications Required: - Proficiency in Oracle HCM Cloud and Compensation Management. - Strong analytical and problem-solving skills. - A Bachelor's degree in Computer Science, Information Systems, Business Administration, Human Resources, or a related field is mandatory. Additional Company Details: The preferred skills for this role include expertise in Human Capital Management, Goals, Project, HR, Core HR, Absence Management, Quality, and AI Apps for HR. Excellent communication and interpersonal skills will be beneficial in this position.,

About The Role Project Role : Technology Consulting Practitioner Project Role Description : Advises, leads and works on high impact activities within the systems development lifecycle, and provides advisory work for the IT function itself. Must have skills : Oracle HCM Cloud Compensation Good to have skills : NA Minimum 12 year(s) of experience is required Educational Qualification : 15 years full time education Summary :As a Technology Consulting Practitioner, you will engage in high-impact activities throughout the systems development lifecycle. Your typical day will involve advising and leading teams, collaborating with various stakeholders, and providing strategic insights to enhance the IT function. You will be instrumental in driving projects forward and ensuring that best practices are followed to achieve optimal results. Roles & Responsibilities:- Expected to be an SME.- Collaborate and manage the team to perform.- Responsible for team decisions.- Engage with multiple teams and contribute on key decisions.- Expected to provide solutions to problems that apply across multiple teams.- Facilitate knowledge sharing and mentorship within the team to foster professional growth.- Analyze project requirements and develop strategies to meet client needs effectively. Professional & Technical Skills: - Must To Have Skills: Proficiency in Oracle HCM Cloud Compensation.- Strong understanding of compensation management processes and best practices.- Experience with system integration and data migration related to HCM solutions.- Ability to analyze and interpret complex data sets to inform decision-making.- Familiarity with project management methodologies and tools. Additional Information:- The candidate should have minimum 12 years of experience in Oracle HCM Cloud Compensation.- This position is based at our Bengaluru office.- A 15 years full time education is required. Qualification 15 years full time education

We provide our Hire-to-Retire services along the complete lifecycle of an employee from onboarding to pension services and leverage our powerful ecosystem of leading external and internal partners and our network of key delivery centers We believe in the value of industry best-practice standards achieved through evolving technology and digitalization. We focus on employee experience as a key driver of our actions. In doing so, we deliver flexibility, quality and efficiency for the businesses we partner with. Role Overview: We are seeking a seasoned tax professional to lead personal tax compliance for expatriates across the Asia Pacific region. This role will oversee the end-to-end personal tax compliance process for both long-term and short-term assignees, ensuring adherence to local regulations while maintaining global consistency. The ideal candidate will bring a strategic mindset, strong technical expertise, and a collaborative approach to streamline operations and enhance service delivery. Youll make a difference by: Lead and manage personal tax compliance for expatriates across multiple jurisdictions in Asia. Manage team-leads and teams with strong collaboration across other locations. Develop and implement standardized processes to ensure consistent and efficient tax compliance. Collaborate with global mobility, HR, payroll, and external tax advisors vendors to ensure accurate and timely filings. Monitor changes in local tax laws and assess their impact on expatriate compliance. Provide strategic guidance on tax planning and risk mitigation for cross-border assignments. Drive process improvements and automation initiatives to enhance operational efficiency. Ensure high-quality service delivery and compliance with internal policies and external regulations. Act as a subject matter expert and provide training and support to regional teams. Manage high priority cases and global project with an escalation management perspective Your success is grounded in Bachelors or Masters degree in Taxation, Accounting, Finance, or related field. Professional certification (e.g., CA, CPA, CTA) preferred. Minimum 12-15 years of experience in personal tax compliance, with a focus on international expatriate taxation. Strong understanding of tax regulations across key Asian markets (e.g., India, Singapore, Japan). Proven leadership experience and ability to manage cross-functional teams. Excellent communication, analytical, and problem-solving skills. Experience working in a multinational environment with a global outlook. Preferred Skills: Familiarity with global mobility programs and assignment lifecycle. Experience with tax technology platforms and data analytics. Ability to manage multiple stakeholders and drive consensus.

The Manager, HR Business Partner role involves working closely with business leaders and employees to implement HR programs, provide people-focused guidance, and foster a high-performance culture. You will oversee HR strategy and the successful execution of HR programs & initiatives, requiring a strong understanding of HR practices, leadership skills, and the ability to make informed decisions to support the business unit's needs. Your responsibilities will cover Employee Engagement, Culture, Talent Management, Total Rewards, and Employee Relations, reporting to the Director, HR Business Partner. You will partner with local leadership and relevant stakeholders to align people programs with business needs. Supporting full-cycle key initiatives like employee engagement, performance management, people manager training, exit interviews, and more will be part of your role. Providing hands-on employee relations support, addressing concerns in a timely, empathetic, and compliant manner, collaborating on onboarding, retention, and employee experience initiatives, and coordinating employee feedback mechanisms will also be essential. Additionally, you will leverage HR data and reporting tools to support recommendations and identify improvement opportunities. Conducting Quarterly Business Reviews (QBR) to share data and HR insights with identified department leaders, resolving and communicating HR-related compliance matters, policy roll-outs, investigations, performance management appeals, compensation management, and serving as a trusted advisor to business leaders on people-related matters are key aspects of this role. Recommending and owning HR quarterly OKRs on matters that improve operations, systems, or processes is also expected. Requirements for this role include a Bachelor's degree in Human Resources, Business Administration, or a related field (MBA/PGDM a plus), along with 10+ years of progressive HR Business Partner experience, preferably in a tech or high-growth environment. You should have a demonstrated sense of strong ownership, time management, ability to juggle multiple priorities, and work effectively with multiple time zones. Strong working knowledge of Indian labor laws and HR compliance, experience handling employee relations, coaching managers on performance and engagement, prior experience supporting a Bangalore or India-based workforce, and familiarity with HR systems such as SuccessFactors, WorkDay, or similar platforms are also essential. The ideal candidate for this role is an effective communicator with strong interpersonal and problem-solving skills, possessing an analytical mindset and experience using data to support decisions. You should be highly organized, proactive, and able to thrive in a fast-paced environment, comfortable working across time zones and with remote teams, and a collaborative team player reflecting Responsives values.,

So, what does a TaskUs Director of Total Rewards do? Your role designs and implements compensation and benefits programs that reflect the organizations global total rewards philosophy and align to the market. You partner with the SEA HR and business partners to ensure rewards fit the needs of our growing organization. You care deeply about the overall company and look for ways to contribute efficiency. You thrive in an environment centered around teamwork and excellence. Youre entrepreneurial and resourceful, while passionate about exceeding expectations for all who seek your judgment. You hold yourself and your team to a higher standard while understanding how your work impacts business success. Responsibilities: Guide the design, strategy, planning, management and communications of the compensation, benefits, and incentive pay programs (bonus, equity and long-term incentives) in coordination with the global team Analyze existing rewards practices to ensure they align with the business strategy, including links to diversity, inclusion, and engagement Collaborate with other Global Total Rewards leaders, HR partners, and senior business leadership to recommend changes to existing total rewards practices and global compensation strategy to secure approval for new programs Manage the annual compensation planning process and communications, while ensuring the technology is optimized to support an easy and smooth process for the business Manage vendor relationships within the region, including market survey consultants, and benefits brokers and providers, and lead remarketing of benefits plans Lead the people analytics function to develop business insights and reporting that drive business strategy Ensure company is compliant with local labor requirements regarding pay and benefits including statutory regulations Coach, develop, and lead the Total Rewards team in the region while assisting them to achieve excellence in all they do Prepare statistical analysis, data modeling and costing of pay programs Analyze organizational pay practices and make recommendations for changes to ensure equality Ability to show measurable ROIs and impacts to the business by reporting improvements in the workplace (ie. eSAT, eNPS, social media rankings/ratings, etc.) Launch and manage market salary surveys and act on results Handle analysis and pricing of compensation for potential new hires Ad hoc tasks relating to employee promotions, job matching, and survey preparation Requirements: 6-8 years experience in compensation and benefits administration in either a regional or global scope 3+ years of leadership experience Experience designing and developing compensation and benefits programs from ground up (merit, bonus, long term incentives, etc) Experience presenting to Senior Leadership Proven track record within multiple HR disciplines including total rewards and employee relations Exceptional verbal and written communication skills; proven ability to communicate effectively and influence all levels of staff Adept at handling multiple competing priorities and duties in a fast-paced, international, results-driven, rapidly changing environment - with minimal daily oversight Excellent leadership and mentoring skills Nice To Have: Knowledge of Workday Experience with BPO industry

As an experienced and strategic Global Compensation Manager at Roblox, you will play a pivotal role in shaping the future of human interaction and creating safer, more civil shared experiences for our global community. You will serve as the dedicated Compensation Business Partner for our India office while also leading our global compensation programs and operations. In this unique hybrid role, you will be the primary compensation partner for our India office, providing expert guidance on various compensation activities such as new hire offers, promotions, transfers, performance calibration, and compensation adjustments. You will conduct benchmarking of jobs and create competitive market ranges to ensure that our compensation packages remain highly competitive in the Indian market. Additionally, you will own and manage Roblox's bi-annual compensation cycles from planning to execution. You will be responsible for the operations of all compensation programs, including policies and processes, to enhance efficiency and scalability. Your role will involve building detailed compensation models, conducting in-depth analysis, and collaborating with cross-functional teams to identify opportunities for automation and process improvements that optimize performance and support future growth. To succeed in this role, you should have a bachelor's degree or equivalent experience with at least 10 years of corporate and/or consulting compensation experience. A minimum of 2 years of people management experience is required. You should possess deep expertise in various compensation models, structures, and vehicles, along with a strong knowledge of industry trends. Familiarity with benchmarking surveys, data analysis approaches, and experience with tools like Workday, SQL, Python, Tableau, or other BI tools is a plus. If you are a strategic thinker with exceptional planning, project management, and organizational skills, and have a track record of independently managing projects across multiple functions and client groups, we invite you to join us on our mission to connect a billion people with optimism and civility. This is a hybrid role, requiring you to work from our Gurgaon, India office three days a week (Tuesday, Wednesday & Thursday), with optional presence on Monday and Friday.,

About The Role Compensation and Benefits Specialists are responsible for providing compensation and benefits advisory services to and supporting partners in implementing reward, recognition, motivation and retention programs. They are functional compensation and benefits specialist, supporting the people organization with their compensation and benefits programs. About The Role - Grade Specific Able support and guide the efficient and effective delivery of services to multiple stakeholder groups in specific domain area or funtion. Typically leads more than one project area or workstream. Produces additional value to the domain area outside of one"s roles and responsibilities. Skills (competencies)

About The Role Project Role : Application Developer Project Role Description : Design, build and configure applications to meet business process and application requirements. Must have skills : Oracle HCM Cloud Compensation Good to have skills : NA Minimum 5 year(s) of experience is required Educational Qualification : 15 years full time education Summary :Payroll :Offshore Payroll ConsultantAs an Application Developer, you will design, build, and configure applications to meet business process and application requirements. Your typical day involves collaborating with teams to develop solutions and ensure applications align with business needs. Roles & Responsibilities:- Expected to be an SME- Collaborate and manage the team to perform- Responsible for team decisions- Engage with multiple teams and contribute on key decisions- Provide solutions to problems for their immediate team and across multiple teams- Lead the team in implementing innovative solutions- Conduct regular team meetings to discuss progress and challenges- Stay updated on industry trends and technologies to enhance team performance Professional & Technical Skills: - Must To Have Skills: Proficiency in Oracle HCM Cloud Compensation, Oracle HCM Cloud Payroll modules.- Strong understanding of HR processes and compensation management- Experience in Oracle Cloud applications development- Knowledge of Oracle Cloud security and data privacy- Hands-on experience in configuring Oracle HCM Cloud modules Additional Information:- The candidate should have a minimum of 5 years of experience in Oracle HCM Cloud Compensation- This position is based at our Chennai office- A 15 years full-time education is required Qualification 15 years full time education

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. Job Overview The Global Compensation team is responsible for designing, implementing, and continuously improving global compensation programs, tools, and initiativessuch as market intelligence, the annual year-end process, incentive management, the global job framework, and job evaluation. These efforts are aligned with TEs internal strategies and external market conditions to attract, retain, and motivate talent worldwide. The team also leads the evaluation of total rewards cost containment strategies and recommends enhancements to ensure both effectiveness and sustainability. In addition, they ensure global compliance with compensation-related laws and regulations and uphold best practices to support a competitive and equitable rewards structure worldwide. Job Responsibilities: Oversee global market matching for TE roles and annual market data refreshes. Manage executive benchmarking efforts and maintain the market pricing tool. Contribute to the maintenance of the global job framework and provide strategic insights on market trends, internal equity, and employee positioning. Ensure frameworks are applied consistently across all regions while remaining responsive to local regulatory and cultural requirements. Partner, review & implement the geo pay zones Partner the end-to-end planning, project management, and execution of global compensation cycles to ensure seamless delivery. Manage year-end system configurations, vendor relationships, and configuration tools to support evolving business needs and optimize performance. Partner and analyze pay equity in Syndio. Maintain a global perspective while incorporating regional feedback to support fair and competitive compensation practices. Collaborate with HR Systems, IT, and external vendors to implement innovative solutions that enhance user experience and data integrity. Drive initiatives that improve scalability, automation, and efficiency of compensation programs across geographies. Partner and contribute to global compensation projects aligned with enterprise strategies. Identify opportunities to enhance program efficiency and scalability through continuous innovation and trend analysis in compensation and HR technologies. Desired Candidate Profile: Bachelors degree in Finance, Economics, Business Administration, Psychology or Human Resources 8+ years of demonstrated global compensation analysis, implementation, and administration experience required Expertise in global compensation processes, project management, and data analysis. Proven ability to manage timelines, budgets, and system configurations effectively Understands and works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Determines methods and procedures on new assignments. Strong organizational skills and ability to multi-task Demonstrated expertise in global compensation planning, project leadership, and data-driven decision-making. Hands-on experience with SAP and SuccessFactors Compensation module configuration and integration, including implementing updates and leveraging best practices desired Solid understanding of compensation philosophy, structures, and principles. Requires conceptual thinking to understand advanced issues and implications Strong analytical skillsability to analyze statistical data and develop crisp and focused recommendations A self-starter, thinks creatively and works independently to resolve issues Understands and works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Determines methods and procedures on new assignments. CCP or GRP preferred Competencies ABOUT TE CONNECTIVITY TE Connectivity plc (NYSETEL) is a global industrial technology leader creating a safer, sustainable, productive, and connected future. Our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, energy networks, automated factories, data centers, medical technology and more. With more than 85,000 employees, including 9,000 engineers, working alongside customers in approximately 130 countries, TE ensures that EVERY CONNECTION COUNTS. Learn more atwww.te.com and onLinkedIn , Facebook , WeChat, Instagram and X (formerly Twitter). WHAT TE CONNECTIVITY OFFERS: We are pleased to offer you an exciting total package that can also be flexibly adapted to changing life situations - the well-being of our employees is our top priority! Competitive Salary Package Performance-Based Bonus Plans Health and Wellness Incentives Employee Stock Purchase Program Community Outreach Programs / Charity Events IMPORTANT NOTICE REGARDING RECRUITMENT FRAUD TE Connectivity has become aware of fraudulent recruitment activities being conducted by individuals or organizations falsely claiming to represent TE Connectivity. Please be advised that TE Connectivity never requests payment or fees from job applicants at any stage of the recruitment process. All legitimate job openings are posted exclusively on our official careers website at te.com/careers, and all email communications from our recruitment team will come only from actual email addresses ending in @te.com . If you receive any suspicious communications, we strongly advise you not to engage or provide any personal information, and to report the incident to your local authorities. Across our global sites and business units, we put together packages of benefits that are either supported by TE itself or provided by external service providers. In principle, the benefits offered can vary from site to site.

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. Job Overview The Global Compensation team is responsible for designing, implementing, and continuously improving global compensation programs, tools, and initiativessuch as market intelligence, the annual year-end process, incentive management, the global job framework, and job evaluation. These efforts are aligned with TEs internal strategies and external market conditions to attract, retain, and motivate talent worldwide. The team also leads the evaluation of total rewards cost containment strategies and recommends enhancements to ensure both effectiveness and sustainability. In addition, they ensure global compliance with compensation-related laws and regulations and uphold best practices to support a competitive and equitable rewards structure worldwide. Job Responsibilities: Oversee global market matching for TE roles and annual market data refreshes. Manage executive benchmarking efforts and maintain the market pricing tool. Contribute to the maintenance of the global job framework and provide strategic insights on market trends, internal equity, and employee positioning. Ensure frameworks are applied consistently across all regions while remaining responsive to local regulatory and cultural requirements. Partner, review & implement the geo pay zones Partner the end-to-end planning, project management, and execution of global compensation cycles to ensure seamless delivery. Manage year-end system configurations, vendor relationships, and configuration tools to support evolving business needs and optimize performance. Partner and analyze pay equity in Syndio. Maintain a global perspective while incorporating regional feedback to support fair and competitive compensation practices. Collaborate with HR Systems, IT, and external vendors to implement innovative solutions that enhance user experience and data integrity. Drive initiatives that improve scalability, automation, and efficiency of compensation programs across geographies. Partner and contribute to global compensation projects aligned with enterprise strategies. Identify opportunities to enhance program efficiency and scalability through continuous innovation and trend analysis in compensation and HR technologies. Desired Candidate Profile: Bachelors degree in Finance, Economics, Business Administration, Psychology or Human Resources 8+ years of demonstrated global compensation analysis, implementation, and administration experience required Expertise in global compensation processes, project management, and data analysis. Proven ability to manage timelines, budgets, and system configurations effectively Understands and works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Determines methods and procedures on new assignments. Strong organizational skills and ability to multi-task Demonstrated expertise in global compensation planning, project leadership, and data-driven decision-making. Hands-on experience with SAP and SuccessFactors Compensation module configuration and integration, including implementing updates and leveraging best practices desired Solid understanding of compensation philosophy, structures, and principles. Requires conceptual thinking to understand advanced issues and implications Strong analytical skillsability to analyze statistical data and develop crisp and focused recommendations A self-starter, thinks creatively and works independently to resolve issues Understands and works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Determines methods and procedures on new assignments. CCP or GRP preferred Competencies ABOUT TE CONNECTIVITY TE Connectivity plc (NYSETEL) is a global industrial technology leader creating a safer, sustainable, productive, and connected future. Our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, energy networks, automated factories, data centers, medical technology and more. With more than 85,000 employees, including 9,000 engineers, working alongside customers in approximately 130 countries, TE ensures that EVERY CONNECTION COUNTS. Learn more atwww.te.com and onLinkedIn , Facebook , WeChat, Instagram and X (formerly Twitter). WHAT TE CONNECTIVITY OFFERS: We are pleased to offer you an exciting total package that can also be flexibly adapted to changing life situations - the well-being of our employees is our top priority! Competitive Salary Package Performance-Based Bonus Plans Health and Wellness Incentives Employee Stock Purchase Program Community Outreach Programs / Charity Events IMPORTANT NOTICE REGARDING RECRUITMENT FRAUD TE Connectivity has become aware of fraudulent recruitment activities being conducted by individuals or organizations falsely claiming to represent TE Connectivity. Please be advised that TE Connectivity never requests payment or fees from job applicants at any stage of the recruitment process. All legitimate job openings are posted exclusively on our official careers website at te.com/careers, and all email communications from our recruitment team will come only from actual email addresses ending in @te.com . If you receive any suspicious communications, we strongly advise you not to engage or provide any personal information, and to report the incident to your local authorities. Across our global sites and business units, we put together packages of benefits that are either supported by TE itself or provided by external service providers. In principle, the benefits offered can vary from site to site.

The division recruiting, developing, and rewarding the people of Goldman Sachs is seeking individuals with strong problem-solving and analytical skills, innovative thinking, and intellectual curiosity. The teams advise, design, and implement strategies, processes, and technologies to help people advance professionally and drive productivity for superior results. As part of the Human Capital Management division, your role will be aligned with the HCM Service Delivery Organization, providing Talent Management Process Leadership & Support, Transactional Managements, Operations & Infrastructure Support, Core Projects Support, and HR Information System Management Support. Key Responsibilities - Support operational processes like transfers, terminations, and job data changes globally - Provide compensation and performance review information for global recruiting and internal mobility processes - Manage reorganization to show the right organizational hierarchy and departments - Lead projects like promotion/compensation load and manager Compensation Manager tress - Identify ways to improve processes, create efficiency, and share best practices among team members Qualifications - Bachelor's or Post Graduate degree in Engineering/Statistics/Human Resources - Experience in an operational role within HR Education/Background Competencies - 1-3 years of work experience in an operational role - Excellent technical and functional understanding of HCM Systems and processes - Ability to work collaboratively across divisions, functions, and levels in a global organization - Highly motivated self-starter with team collaboration skills - Strong Excel skills preferred About Goldman Sachs Goldman Sachs is committed to fostering diversity and inclusion within its workplace and beyond. The firm provides numerous opportunities for professional and personal growth, including training, development, firmwide networks, benefits, wellness programs, and mindfulness offerings. Learn more about the culture, benefits, and people at GS.com/careers. Goldman Sachs is dedicated to accommodating candidates with special needs or disabilities during the recruiting process. Learn more: https://www.goldmansachs.com/careers/footer/disability-statement.html The Goldman Sachs Group, Inc., 2023. All rights reserved.,

ZHR- South ( Axis Partnership Channel) About Max Life Insurance: Max Life Insurance Company Limited is a Joint Venture between Max Financial Services Limited and Axis Bank Limited. Max Financial Services Ltd. is a part of the Max Group, an Indian multi business corporation. Max Life offers comprehensive protection and long-term savings life insurance solutions, through its multichannel distribution including agency and third party distribution partners. Max Life has built its operations over almost two decades through need-based sales process, a customer-centric approach to engagement and service delivery and trained human capital. As per public disclosures, during the financial year 2019-20, Max Life achieved gross written premium of Rs. 16,184 crore. As on 31st March 2020, the Company had Rs. 68,471 crore of assets under management (AUM) and a Sum Assured in Force of Rs. 913,660 crore. For more information, please visit the Company's website a t We Stand for: Caring A compassionate leader who demonstrates appreciation for diversity in thoughts and approach towards people as well initiatives, eliminates biases to promote meritocracy. A coach who inspires people to excel and sets a culture of high performance. Collaboration A boundary-less leader who is capable of identifying & leveraging expertise of team members for superlative outcomes, thus, delivers to the organization's ask. A leader who addresses challenges with a solution oriented approach to create win-win partnerships within & outside teams through inspired cooperation and teamwork. Customer Obession A leader who embodies Customer and keeps him at the core of all deliverables. Proactively anticipate customer needs and implement strategies to provide best in class customer experience. Growth Mindset An ambitious leader who can sponsor game changing ideas and rally the team to turn them into a reality. A leader who challenges the status quo, takes bold & creative actions to manage complex issues & achieve high impact goals by pushing self and others and raise the bar on performance. People Leadership A people's leader who inspires their teams to stretch themselves and achieve their true potential. A leader who create leaders by coaching, empowering & motivating them to deliver superior business outcomes. Max Life Insurance is an Equal Opportunity Employer and promotes inclusion and diversity. KEY RESPONSIBILITIES HR Strategy for the Regions Conceptualize and deploy HR strategy for the Patch to support patch Business Plans Develop and deploy an effective Manpower Plan Ensure quality of hire Ensure key Talent Retention Conceptualize and deploy Employee Engagement Initiatives. Be the thought leader and HRBP to client leaders on strategic as well as operational people matters Business Partnering with field Business Leaders Participate at the channel level strategy forums for integration of business & support Lead the change management agenda Positively influence the business lead to ensure that he is aligned to the people agenda and also ensure people strategy dovetails with the business strategy Coaching and Performance Enablement Talent Management and Development for the channel Operationalize OTR(Organization Talent Review) for the channel. Create and execute the succession plan for key roles Engage and develop Best bets Effective execution of MDR (Management Development Review) framework Enable training and development of all employees (TNA, delivery and feedback) Promote internal mobility Promote gender diversity Build Organization Culture and Reinforce Values Institutionalize Organizational Values in employees and processes Embed effective implementation of Rewards framework, including customer centricity Leverage Employee Engagement (IBM Kenexa) outcomes to build organization culture Ensure unbiased and complete investigation procedures, and compliance with the policy and process, and closure of issues reported Performance & Compensation Management Oversee implementation of annual performance appraisal process in order to ensure timely completion of performance management cycle. Drive moderation of ratings for the assigned patch and assist the business heads in making promotion decisions Support business in decision making (Fitment) & allocation of compensation quantum for assigned patch. Effectively use JE (Job Evaluation) and Market benchmarks Deploy and monitor effectiveness of Performance review process and compensation Employee Relations and Communication Institutionalize employee relation forums that provide opportunity to employees to connect and bond with management and peers Enable productive organizational climate Enable openness and two-way communication between employees and management through communication forums such as town halls, skip level meetings, focused group discussions Enable employee engagement by executing action plan emerging from employee surveys Handle grievances Provide coaching &counseling to build a motivated team and ensure smooth & cordial relations Measures of Success Feedback from stakeholders/ internal customers Effectiveness of HR strategy Effective and timely deployment of HR processes and measures Recruitment Turnaround time, Quality of Hire in key roles, Feedback on new hire performance Effectiveness of Talent Strategy Regretted Attrition, Attrition of identified talent Number of Training Interventions vs. plan Employee Productivity and per capita Cost Key competencies/skills required Strategic Planning & Result Orientation People Management Customer Centricity Problem Solving & Decision Making Impact with Influence Role Modelling Core Values Strong Business Acumen Key Relationships (Internal /External) Internal - Sales leadership Other Channel HR teams Regional HR teams HR Operations Corporate HR BPMA team -Legal & Compliance Team -Internal Audit team External Vendors

Senior Manager, IND Total Rewards Working days: 5 days Location: Gurgaon Shift Timings: 2 PM-11 PM

Role & responsibilities Preferred candidate profile

INTRODUCTION We are looking for a Strategic People Business Partner who will be a trusted advisor to senior leadership, driving organizational effectiveness, talent assessment, and change management initiatives to enable business success. This is a high-impact, individual contributor role that requires deep expertise in organizational design, workforce planning, and talent optimization to support scalability and efficiency, aligning with our ambitious growth goals. You will work closely with leadership to navigate complex business challenges, ensuring we attract, develop, and retain top talent in a competitive market. WHAT YOULL DO Partner with executives to align people strategy with business objectives, ensuring the company is positioned for sustainable growth. Act as a strategic thought partner to leadership, offering insights and recommendations on talent strategy, workforce planning, and organizational design. Leverage data and analytics to drive decision-making, workforce planning, and talent management strategies. Assess and design scalable, efficient org structures that support rapid growth and evolving business needs. Drive process improvements and operating model enhancements that increase efficiency and productivity. Lead change management efforts to support organizational transformation. Develop and implement talent strategies to build high-performing teams, ensuring the right people are in the right roles at the right time. Guide leadership in succession planning, leadership development, and key talent retention. Serve as a change champion, equipping leaders with tools and strategies to manage change effectively. Foster a high-performance, results-driven culture while ensuring employee engagement and retention. Champion company values, ensuring they are embedded in leadership behaviors, talent strategies, and business decisions. Collaborate with other HRBPs to share best practices, drive consistency in People strategies, and provide cross-functional support, serving as a backup when needed. WHAT YOULL NEED 15+ years of progressive HR experience, with at least 10 years as a senior HRBP or in a strategic HR role. Experience in a fast-paced, private equity-backed or high-growth company is strongly preferred. Proven expertise in organizational design, workforce planning, and talent strategy. Strong change management experience, with the ability to influence and drive transformation. Demonstrated ability to partner with C-suite and senior leadership to shape business outcomes. Experience partnering with Go-to-market teams, developing sales compensation plans, and partnering with teams that deliver on revenue driving strategies. Data-driven mindset with strong analytical skills and the ability to translate insights into action. Exceptional communication, influencing, and stakeholder management skills. Bachelor's degree in Human Resources, Business, or a related field; advanced degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. WHATS IN IT FOR YOU: Purpose led company with a Values focused culture Best Life, One Team, Growth Mindset Time Off competitive PTO plans with 15 Earned accrued leave, 12 days Sick leave, and 12 days Casual leave per year 11 Holidays plus 4 Days of Disconnect once a quarter, we take a collective breather and enjoy a day off together around the globe. #oneteam Group Mediclaim insurance coverage of INR 500,000 for employee + spouse, 2 kids, and parents or parent-in-laws, and including EAP counseling Life Insurance and Personal Accident Insurance Best Life Perk we are committed to meeting you wherever you are in your fitness journey with a quarterly reimbursement Premium Calm App enjoy tranquility with a Calm App subscription for you and up to 4 dependents over the age of 16 Support for working women with financial aid towards crche facility, ensuring a safe and nurturing environment for their little ones while they focus on their careers.