49 Compensation Planning Jobs

Job Summary: Our People Experience Partner (PXP) will activate HR products and services that enrich the lives of JLL employees. They work with Business & PXP leaders to facilitate the employee experience by working with people managers on the moments that matter throughout the employee lifecycle. PXPs will use their Business acumen, HR expertise & local knowledge to enable Business and HR priorities. PXPs will deep dive, surface insights, and influence HR Service Delivery and Rewards/Talent COEs to improve and when required rebuild policies, processes, and tools that will enhance moments that matter unleashing our talent to do their best work. What this job involves: Facilitate JLL's global and regional policies, processes, and tools that support moments that matter across a team member's experience to include Hiring; Onboarding;Performance Review; Performance Management; Promotion, etc. Coordinate the talent management cyclical activities including Goal Setting, Talent Review, Succession Planning, Year-End & Compensation Planning for the business. Drive a culture of inclusion which celebrates our employee diversity and promotes a sense of belonging and value where every voice is heard. Work with business teams on employee retention, engagement, Communications and Connects Closely work with the Talent Acquisition team to enable timely onboarding of resources for any new client transitions. Business Expertise Experience of delivering HR and operational activity within a complex organization with the ability to balance JLL and client needs. Highly skilled in utilizing HR data & technology to drive business performance and organization efficiency. Experience managing projects/programs with multiple priorities and executive level stakeholders. Proven experience delivering HR activities and initiatives, consulting with multiple stakeholders to meet defined deadlines. Skills & Competencies: Excellent organizational skills with a starter finisher mentality with acute attention to detail. Ability to use data to tell a convincing narrative and inform and/or make impactful decisions. Adept at managing multiple priorities/projects simultaneously. Builds robust stakeholder relationships and demonstrates a high degree of emotional intelligence. Exceptional communicator and influencer. Ability to adjust styles of communication to varying situations to effectively communicate with a diverse array of senior stakeholders. Ability to cultivate robust & meaningful relationships to serve as a trusted HR expert. A passion to work with people across a variety of backgrounds with the desire to support team development. Qualifications Experience Education: Bachelor masters degree or equivalent experience At least 6 - 10 years of equivalent work experience. Experience working in a matrix organization Experience in linking HR programs/strategies to business outcomes. Experience leveraging various technology tools to deliver HR platforms (e.g. web, eLearning tools, LMS, tracking, assessment, etc.) Ability to multi-task and work both in a team and independently Systems Used: Workday Microsoft Suite Tableau PeopleSoft

Job Summary: Our People Experience Partner (PXP) will activate HR products and services that enrich the lives of JLL employees. They work with Business & PXP leaders to facilitate the employee experience by working with people managers on the moments that matter throughout the employee lifecycle. PXPs will use their Business acumen, HR expertise & local knowledge to enable Business and HR priorities. PXPs will deep dive, surface insights, and influence HR Service Delivery and Rewards/Talent COEs to improve and when required rebuild policies, processes, and tools that will enhance moments that matter unleashing our talent to do their best work. What this job involves: Facilitate JLL's global and regional policies, processes, and tools that support moments that matter across a team member's experience to include Hiring; Onboarding;Performance Review; Performance Management; Promotion, etc. Coordinate the talent management cyclical activities including Goal Setting, Talent Review, Succession Planning, Year-End & Compensation Planning for the business. Drive a culture of inclusion which celebrates our employee diversity and promotes a sense of belonging and value where every voice is heard. Work with business teams on employee retention, engagement, Communications and Connects Closely work with the Talent Acquisition team to enable timely onboarding of resources for any new client transitions. Business Expertise Experience of delivering HR and operational activity within a complex organization with the ability to balance JLL and client needs. Highly skilled in utilizing HR data & technology to drive business performance and organization efficiency. Experience managing projects/programs with multiple priorities and executive level stakeholders. Proven experience delivering HR activities and initiatives, consulting with multiple stakeholders to meet defined deadlines. Skills & Competencies: Excellent organizational skills with a starter finisher mentality with acute attention to detail. Ability to use data to tell a convincing narrative and inform and/or make impactful decisions. Adept at managing multiple priorities/projects simultaneously. Builds robust stakeholder relationships and demonstrates a high degree of emotional intelligence. Exceptional communicator and influencer. Ability to adjust styles of communication to varying situations to effectively communicate with a diverse array of senior stakeholders. Ability to cultivate robust & meaningful relationships to serve as a trusted HR expert. A passion to work with people across a variety of backgrounds with the desire to support team development. Qualifications Experience Education: Bachelor masters degree or equivalent experience At least 6 - 10 years of equivalent work experience. Experience working in a matrix organization Experience in linking HR programs/strategies to business outcomes. Experience leveraging various technology tools to deliver HR platforms (e.g. web, eLearning tools, LMS, tracking, assessment, etc.) Ability to multi-task and work both in a team and independently Systems Used: Workday Microsoft Suite Tableau PeopleSoft

What this job involves: Facilitate JLL's global and regional policies, processes, and tools that support moments that matter across a team member's experience to include Hiring; Onboarding;Performance Review; Performance Management; Promotion, etc. Coordinate the talent management cyclical activities including Goal Setting, Talent Review, Succession Planning, Year-End & Compensation Planning for the business. Drive a culture of inclusion which celebrates our employee diversity and promotes a sense of belonging and value where every voice is heard. Work with business teams on employee retention, engagement, Communications and Connects Closely work with the Talent Acquisition team to enable timely onboarding of resources for any new client transitions. Business Expertise Experience of delivering HR and operational activity within a complex organization with the ability to balance JLL and client needs. Highly skilled in utilizing data & technology to drive business performance and organization efficiency. Experience managing projects/programs with multiple priorities and executive level stakeholders. Proven experience delivering HR activities and initiatives, consulting with multiple stakeholders to meet defined deadlines. Skills & Competencies: Excellent organizational skills with a starter finisher mentality with acute attention to detail. Ability to use data to tell a convincing narrative and inform and/or make impactful decisions. Adept at managing multiple priorities/projects simultaneously. Builds robust relationships and demonstrates a high degree of emotional intelligence. Exceptional communicator and influencer. Ability to adjust styles of communication to varying situations to effectively communicate with a diverse array of senior stakeholders. Ability to cultivate robust & meaningful relationships to serve as a trusted HR expert. A passion to work with people across a variety of backgrounds with the desire to support team development. Qualification: Bachelor's degree or equivalent experience Experience in leading and managing in a matrix organization through cultural change. Experience in linking HR strategies to business outcomes. What you can expect from us: Youll join an entrepreneurial, inclusive culture. One where we succeed together across the desk and around the globe. Where like-minded people work naturally together to achieve great things. Our Total Rewards program reflects our commitment to helping you achieve your ambitions in career, recognition, wellbeing, benefits and pay. Join us to develop your strengths and enjoy a fulfilling career full of varied experiences. Keep those ambitions in sights and imagine where JLL can take you...

Core Responsibilities Design and implement overall recruiting strategy Develop and update job descriptions and job specifications Perform job and task analysis to document job requirements and objectives Prepare recruitment materials and post jobs to appropriate job board/newspapers/colleges etc Source and recruit candidates by using databases, social media etc Screen candidates resumes and job applications Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates within schedule Assess applicants relevant knowledge, skills, soft skills, experience and aptitudes Onboard new employees in order to become fully integrated Monitor and apply HR recruiting best practices Provide analytical and well documented recruiting reports to the rest of the team Act as a point of contact and build influential candidate relationships during the selection process IV. KEY PERFORMANCE INDICATORS Measurable Deliverables Engagement: Define and execute key stakeholder engagement relevant to the specialty Performance tracking: Develop, execute and monitor input and output dashboard metrics Quality care consciousness and dedication Proper documentation & patient record maintenance Clear communication with patients, consultants and hospital staff V. JOB REQUIREMENTS Minimum Qualifications

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.

Responsibilities Oversee recruitment, hiring, and onboarding processes for plant employees Manage employee relations and resolve workplace conflicts Ensure compliance with labor laws and company policies Administer compensation, benefits, and payroll for entire group Develop and implement training and development programs Support plant leadership with workforce planning and organizational development Drive employee engagement and retention initiatives Maintain accurate HR records and documentation Coordinate health, safety, and wellness programs Conduct performance management and appraisal processes Advise management on HR best practices and legal requirements Requirements Bachelor s degree in Human Resources, Business Administration, or related field 5+ years of HR experience, preferably in a manufacturing environment Strong knowledge of labor laws and HR best practices Excellent communication and interpersonal skills Proven leadership and team management abilities Experience with HRIS and payroll systems Ability to handle confidential information with discretion Strong problem-solving and conflict resolution skills Organizational and time management skills Ability to work effectively in a fast-paced environment Desired Profile / Criteria / Skills : Minimum Qualification Graduation (MBA preferred) with 5+ years of experience in Core HR Preferred Factory HR operations

Flex is the diversified manufacturing partner of choice that helps market-leading brands design, build, and deliver innovative products that improve the world. We believe in the power of diversity and inclusion and cultivate a workplace culture of belonging that views uniqueness as a competitive edge and builds a community that enables our people to push the limits of innovation to make great products that create value and improve people's lives. A career at Flex offers the opportunity to make a difference and invest in your growth in a respectful, inclusive, and collaborative environment. If you are excited about a role but don't meet every bullet point, we encourage you to apply and join us to create the extraordinary. To support our extraordinary teams who build great products and contribute to our growth, we're looking to add a Site - HRBP based in Coimbatore Location. What a typical day looks like: - Partner with a GM and their team to develop and deploy strategic planning goals to build a dynamic organization that delivers significant and sustainable growth. - Advise and coach the GM and their team on matters related to talent management, including skills requirements, workforce planning, business selection, executive coaching, performance management, retention, succession planning, etc. - Partner with COEs and HR GBS to develop and deliver integrated people and organization solutions, e.g., workforce and succession planning, development, reward and recognition, etc. The experience we're looking to add to our team: - Typically requires a Masters" degree or equivalent experience in a Human Resource related function. - Typically requires a minimum of 5 years of Human Resources or related experience in business with specific experience in HR, consulting, project management, and change management. - Consult and assist business on strategic HR matters, including organizational design and restructuring, talent management, career development, etc. - Plan, implement, and facilitate HR initiatives (such as workforce planning, performance review, employee engagement initiatives, talent review, succession planning, compensation planning and review) for own business segment. - Consult with business and HR colleagues to develop and deliver an HR strategy to meet the business needs. - Drive employee communications within own business segment. - Assist with HR communications and training of managers on new programs, systems, and processes as required. - Manage and resolve complex employee relations issues. Conduct effective, thorough investigations. - Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures. - Research trends and metrics (such as exit interviews questionnaires) to develop solutions and retention strategies. - Advise and coach business teams on matters related to talent management, including skills requirements, workforce planning, business selection, coaching, performance management, retention, succession planning, etc. - Consult and assist business on strategic HR matters, including organizational design and restructuring, talent management, succession planning, career development, talent acquisition, compensation planning, etc. - Assist our Diversity, Equality, and Inclusion initiatives at the local level. Drive inclusion through HR initiatives, hiring activities, and compensation reviews. - Consult with business and HR colleagues to develop and deliver an HR strategy to meet the business needs. - Drive employee communications through various methods including email, newsletters, town halls, round tables, and display monitors. - Partner with COEs and HR Service Center to develop and deliver integrated people and organization solutions. - Drive employee lifecycle activities including but not limited to; employee onboarding and new hire orientation, offboarding and exit interviews, leaves of absences, unemployment hearings, EH&S activities, etc. - Plan, implement, and facilitate HR initiatives (such as annual performance reviews, employee engagement initiatives, open enrollment, sustainability activities, etc.). - Communication of key goals and priorities through written communications, presentation materials, and presenting to employees and business. - Manage and resolve complex employee relations issues, conduct effective, thorough investigations. - Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures. - Research trends and metrics to develop solutions and retention strategies. - Develop and manage HR projects, programs, and initiatives. - Foster and maintain positive working relationships with all employee levels. - Develop, facilitate, and deliver consistent employee and manager targeted training on HR related topics. What you'll receive for the great work you provide: - Health Insurance - Paid Time Off,

Job Purpose: Partner with HRBPs, TA and the business to define the global compensation strategy, policies, procedures, and processes, ensuring alignment with business objectives and strategy, advising on all matters relating to compensation, such as packages at hire, changes in role, global moves, short and long term incentives for the Business Division / Corporate Function. Job responsibilities and accountabilities Foster strong collaboration and build trustful relationships with all HR and TA to deliver comprehensive and joined up solutions, engaging with internal / external specialists when required. Own Business Division / Corporate Function specific compensation policies, processes, tools etc., ensuring regulatory and statutory compliance and managing Country Care in their delivery. Input into the job grading and evaluation process, including inputting into job levelling and benchmarking, and internal and external benchmarking. Work with other members of the reward team to ensure we are continuously monitoring and evaluating practices and drive improvements. Consult with HR Business Partners on the Annual Compensation Program process, and complete annual analyses comparing actual compensation to modelled projections. Provide specialist advice in relation to local bargaining agreements and negotiations with works councils, unions etc. Understand how specific employee groups within business units and regions compare to market pay structures. Provide input in the recommendation of appropriate compensation strategy for new and evolving organisation structures or mergers and acquisitions. Communicate the strategic intent of all global compensation programs / initiatives to the geography or Business Division / Corporate Function. Manage the execution of compensation communications / training towards the business. Partner with HRBPs and country care to build Reward capability and ensure business needs are met. Input into regulatory compliance and reporting processes and activities relating to compensation programs, including liaising with finance on employment tax compliance. Deliver on agreed OKRs and be accountable for service efficiency and quality. Measure program effectiveness and take appropriate action including providing feedback to the Reward team. Keep appraised of leading practices, monitor and evaluate future legislation and market trends and consider innovative solutions, to best serve the business Identify opportunities for and manage the transition of transactional support activities to HR Operations. About you : Skills, experience, knowledge and behaviours Deep technical experience in compensation. Strong analytical mindset to interpret internal and external data, market trends to make informed decisions. Ensuring accuracy of data, analysis and advice given to the business. Strong communication skills. To think strategically on the business impact of compensation decisions. Strong stakeholder management. Building and maintaining various stakeholders across the business, such as HR Leads, Business leads, Finance, and Legal colleagues. Note: This is a contractual position for 6 months only.

Experience working in Workday and having hands on experience in adaptive planning for 2+ years Adaptive planning experience is compulsory Experience in compesation would be helpful

POSITION PURPOSE: Manage the Performance and Rewards responsibilities for assigned countries/businesses within India for effective design and implementation of commercial, compliant and business-relevant strategies, policies and programmes, aligned to the overall P&R strategy and policies. The incumbent will research best practice and keep abreast of legislative and market change to provide expert advice to HR and the business leaders and lead the various projects and regular initiatives under the Rewards domain. YOUR TASKS AND RESPONSIBILITIES: Annual Compensation Review Cycle: Design and program manage the Annual Compensation Review cycle for the responsible countries to ensure complete budget management and timeline adherence. Use statistical methods and techniques to make data-based decisions on various aspects of compensations. Deploy effective communication strategies and success metrics. Sales/Productivity Linked Incentives/Variable Pay, Retention, Severance Plans: Manage the annual variable pay process execution through effective coordination with Finance and other internal stakeholders to ensure timely payout finalization with appropriate approvals. Design appropriate solutions to address critical business requirements around employee motivation, retention and productivity enhancement Benefits Management: Work with Head Rewards to ensure smooth deployment and maintenance of key employee benefits in different countries. Participate in benchmarking studies to ensure competitiveness of our benefits Benchmarking & Market Intelligence: Commission custom surveys and also participate in industry salary benchmarking surveys to determine prevailing pay rates and benefits and analyze these for building internal proposals on salary reviews and policy changes. Conduct ongoing research into emerging trends, issues and best practices. People Policy Framework: Develop a comprehensive policy framework covering all elements of an employee lifecycle in the organization. Ensure adherence to the published policy documents across the organization. Conduct periodic audits and prepare reports. Assess the effectiveness of policies and processes and proactively recommend new and innovative approaches and solutions. International Mobility & Expat Management: Support ongoing expat management for the responsible countries including package determination and compliance requirements Job Evaluations and Grade Structuring Support any special projects in job grading and Job evaluations as per the organizations policy. Partner with HR and business leaders to maintain an appropriate grade structure and ensure effective governance. Performance Management Strategy & Annual PMS process: Support the design and execution of annual performance management process for the assigned business/countries. Act as an SME and guide the HR generalists and line leaders in defining objective business, team and individual level scorecards to strengthen the performance management architecture. Design and delivery of manager/employee communication and training on all these initiatives: Develop and execute appropriate communication and training programmes for manager/employee capability building in specific P&R areas to ensure effective implementation and realize improved business performance. HR Analytics: Develop and set standards around key HR metrics with focus on analytics around compensation spends and wage management. Business As Usual: Work with other members in the team to ensure smooth delivery of Rewards services to employees ranging from handling manager queries, partnering with HRBP to support business needs to process promotion and salary increase periodic cycles. Manage the implementation of relevant TR & PMS policies and programmes within the business and coordinate the relevant key strategic processes, working through Generalists to interface with the business. Maintain expert specialist knowledge by keeping abreast of published materials, competitor practice, external market developments and trends and legislative and regulatory developments. WHO YOU ARE: Qualification & Experience: MBA with post qualification experience (4-8 years from Tier 1 MBA institute) in general HR Consulting and/or internal Performance & Rewards in reputed organizations Ability to ideate, design and implement business focused solutions along with the ability to manage BAU operational performance and rewards activities. Proven ability to diagnose problems using analytical and strategic thinking skills as well as identify and drive appropriate solutions. Deep Analytical ability and comfort with handling and analysing big data. Ability to thrive in a fast-paced environment and to navigate leaders through a variety of organizational changes. Excellent people skills and strong decision-making skills. Strong Customer Orientation Job location: Sun House, Goregaon East, Mumbai

The responsibilities for this role include conducting internal and external benchmarking to discover and apply best practices. You will be expected to provide insights based on data analysis for tailored compensation and benefits packages. Additionally, analyzing total rewards surveys and suggesting modifications to reward strategies and policies will be part of your duties. Supporting the annual salary review processes and compensation planning is essential. Developing and maintaining Salary Grids in line with the organizational structure is also a key task. You will need to design and deliver rewards-related training and communication for stakeholders. Improving processes and policies to boost efficiency and effectiveness is another important aspect of this role. Ensuring compliance with compensation and benefits laws as well as corporate governance is crucial.,

About In2IT EBS: In2IT Enterprise Business Services is known as a leading authority in IT Consultancy, Cloud Computing, Managed Services, Application Development & Maintenance, Business Process Management Technology Infrastructure Services, Program and Project Management, and Future Edge Services for clients in India and internationally, with a strong presence in the US, South Africa, Australia, Middle East, and Singapore among other significant geographies. Responsibilities: Collaborate with HR and business leaders to develop and implement compensation strategies aligned with organizational goals, market trends, and best practices. Lead and support the annual compensation planning process, which includes salary reviews, bonus programs, merit increases, promotions, and equity adjustments. Review compensation data, trends, and practices to identify improvement opportunities and recommend adjustments to compensation programs, policies, and guidelines. Analyze compensation data and metrics to identify trends, patterns, and insights. Develop and deliver communication materials and training programs to educate employees, managers, and HR partners on compensation programs, policies, and guidelines. Configure and maintain the SuccessFactors Employee Central Compensation module to support compensation planning, salary structures, and other related functionalities. Collaborate with the Performance Management team to align compensation decisions with performance ratings and employee achievements. Requirements: In-depth expertise in configuring, implementing, and managing the SuccessFactors Employee Central Compensation module. Proficiency in data analysis, including advanced Excel skills, to analyze compensation data, conduct market pricing analysis, and interpret compensation metrics and trends. Excellent verbal and written communication skills to effectively communicate compensation-related information, policies, and guidelines. Strong analytical and problem-solving skills to evaluate compensation data, assess market trends, and develop recommendations. Proven ability to manage multiple projects and priorities within tight deadlines. High level of accuracy and attention to detail in handling compensation data, calculations, and documentation. Must to have: - Team player - Articulative from an HR perspective,

As an integral part of In2IT Enterprise Business Services, you will play a crucial role in shaping our Compensation Strategy and ensuring alignment with organizational goals, market trends, and best practices. Collaborating with HR and business leaders, you will be responsible for developing and implementing compensation strategies that drive employee engagement and performance. Your key responsibilities will include leading the annual compensation planning process, conducting salary reviews, designing bonus programs, managing merit increases, promotions, and equity adjustments. By analyzing compensation data and metrics, you will identify trends and insights to enhance our compensation programs, policies, and guidelines. Additionally, you will be tasked with configuring and maintaining the SuccessFactors Employee Central Compensation module to support various compensation-related functionalities. To excel in this role, you must possess expertise in SuccessFactors Employee Central Compensation, with hands-on experience in configuration and implementation. Proficiency in data analysis, specifically using advanced Excel skills, will be essential for conducting market pricing analysis and interpreting compensation metrics. Your excellent communication and influencing skills will be pivotal in educating stakeholders on compensation programs and guiding them in making informed decisions. Analytical thinking and problem-solving abilities are paramount for evaluating compensation data, assessing market trends, and developing strategic recommendations. As a detail-oriented professional, you will ensure accuracy in handling compensation data, calculations, and documentation. Your project management skills will be put to the test as you manage multiple projects within tight deadlines, demonstrating strong organizational and time management capabilities. Being a team player is a must-have trait for seamless collaboration within our dynamic work environment. Articulating effectively from an HR perspective will enhance your ability to communicate compensation-related information and guidelines. Join us at In2IT EBS and be a part of our mission to deliver exceptional IT consultancy, Cloud Computing, Managed Services, and more to our esteemed clientele across various geographies.,

Choosing Capgemini means choosing a company where you will be empowered to shape your career in the way you'd like, where you'll be supported and inspired by a collaborative community of colleagues around the world, and where you'll be able to reimagine what's possible. Join us and help the world's leading organizations unlock the value of technology and build a more sustainable, more inclusive world. Your Role As a SAP SF Compensation Consultant, you will: Seeking a skilled and experienced SAP SF Compensation Consultant Experience in compensation planning, including salary, bonuses, incentive programs, and benefits structures. Previous experience working in HR, Compensation & Benefits, or Payroll is a plus. Your Profile In-depth knowledge of SAP SuccessFactors Compensation functionality, including configuration of compensation cycles, compensation planning, and reporting. SAP SuccessFactors Compensation certification is highly desirable. Strong understanding of compensation principles, such as merit increases, bonus programs, and compensation benchmarking. Ability to analyze data, generate compensation reports, and communicate insights to stakeholders. Knowledge of integration processes with other HRIS systems or payroll systems. What will you love working at Capgemini Opportunities to work with global clients on innovative SAP projects. Dynamic and inclusive workplace culture. Continuous learning and professional development support. Capgemini is a global business and technology transformation partner, helping organizations to accelerate their dual transition to a digital and sustainable world, while creating tangible impact for enterprises and society. It is a responsible and diverse group of 340,000 team members in more than 50 countries. With its strong over 55-year heritage, Capgemini is trusted by its clients to unlock the value of technology to address the entire breadth of their business needs. It delivers end-to-end services and solutions leveraging strengths from strategy and design to engineering, all fueled by its market leading capabilities in AI, generative AI, cloud and data, combined with its deep industry expertise and partner ecosystem.

As an Assistant HR Manager at our organization, you will be responsible for overseeing various human resources functions, ensuring the recruitment, talent management, benefits administration, employee relations, and compliance aspects are effectively handled in alignment with labor laws. Your role will be crucial in maintaining a positive work environment and supporting the overall growth and success of the company. Your key responsibilities will include developing recruitment strategies to attract top talent, managing the hiring process from job postings to offers, maintaining relationships with external recruitment partners, and facilitating employee onboarding programs. You will also administer employee benefits, communicate relevant information to employees, manage compliance, and handle employee relations matters by providing guidance, resolving concerns, and implementing engagement strategies. Additionally, you will play a vital role in ensuring compliance with labor laws and company policies, conducting audits to identify risks, implementing risk mitigation strategies, developing performance management processes, and offering coaching to managers. Managing HR-related data, policies, procedures, and transactions accurately and timely will be part of your operational duties. To excel in this role, you are required to hold a Master's degree in Human Resources, Business Administration, or a related field, along with a minimum of 7 years of HR experience, preferably in a management capacity. Strong knowledge of labor laws, excellent communication skills, problem-solving abilities, and the capacity to handle sensitive information with confidentiality are essential. Desirable skills include experience with HRIS systems, benefits administration, compensation planning, performance management, talent development, and familiarity with employment law and regulatory compliance. Certification in benefits administration, compensation, or other HR-related areas will be advantageous. We offer a competitive salary and benefits package, opportunities for professional growth, a collaborative work environment, and recognition for outstanding performance. If you are a motivated HR professional seeking a new challenge, we encourage you to apply now for this full-time, permanent position based in Okhla Industrial Estate, Delhi, with a day shift schedule. The application deadline is 20/06/2025, and the expected start date is 23/06/2025.,

KRA (Accountabilities) (Max 1325 Characters) Supporting Actions (Max 1325 Characters) KRA1 KRA 1- Compensation Administration to ensure efficient and effective allocation of labor costs Lead Rewards initiatives and single handedly direct Area HR/Unit HR towards ensuring Rewards compliance and implementation of various processes and policies. Lead The Annual Compensation Review Program for Birla Carbon globally. Ensure Group HR governance is taken into account and subsequent submissions are done on time. Simulate LTIP and AIP plans with modelling for various achievement scenarios. 30 % KRA2 Total Rewards Planning to support various units / locations Plan and support Compensation planning activities . Support Benefit cost analysis. Develop communications of critical Comp / Ben / Recognition processes. Coordinate with region / country HR team to collect and report results . Ensure Total Rewards Philosophy is implemented across all geographies successfully. 10% KRA3 Job Analysis and Evaluation to ensure accurate and equitable results across the business Analyse and calculate job worth using HAY methodology by using job documentation and organization parameter information to support job evaluation. Support meetings of job evaluation committees including routing of information and documenting decisions of the committee. Coordinate JAE process. Conduct JAE trainings across HR community for capability building. 20% KRA4 Data management for support of market data/job evaluation Participate in annual salary surveys. Conduct survey analysis and communication of results. Provide salary survey information to make hiring and staffing decisions. Document results of job evaluation committees and maintain data for current valuations 10 % KRA5 Market analysis by country to determine status of Employee Value Proposition (EVP) Perform internal equity analysis by country. Perform external benchmark salary analysis to determine market position. Monitor and communicate Benefits prevalence by country in comparison to Birla Carbon. Coordinate / monitor Recognition program usage and results on behalf of the business. 20% KRA6 Total Rewards Plan (TRP) maintenance by country Review and maintain details of each countrys Total Rewards plan in line with the Business TRP. Periodically work with region/ country HR and Management teams to create/revise/update their unique TRP. 10 % Show more Show less

We are seeking an experienced SAP SuccessFactors Consultant with in-depth knowledge of Compensation and Variable Pay modules . You will be responsible for the implementation, configuration, and support of strategic compensation programs aligned with business objectives and employee performance. This role requires strong hands-on configuration skills and excellent communication to engage with both business and technical stakeholders. Roles & Responsibilities: Compensation: Implement and configure the SuccessFactors Compensation module , including salary planning, compensation worksheets, eligibility rules, guidelines, and budget modeling. Design and manage compensation templates, cycle setup, XML configuration, and workflow rules. Develop compensation statements and handle merit, promotion, and adjustment scenarios. Integrate with Employee Central or other core HR systems for seamless data flow. Variable Pay: Design and implement Variable Pay programs , including bonus plans, eligibility rules, business goals, and payout modeling. Configure bonus calculation formulas, eligibility profiles, and lookup tables. Create Variable Pay templates and manage cycle processing and approval workflows. Collaborate with the business to ensure alignment of variable pay programs with performance and business results. General Responsibilities: Gather requirements from HR and business stakeholders and provide best practice recommendations. Perform data validation, UAT support , and go-live activities. Create user documentation and deliver training sessions to HR teams. Coordinate with SuccessFactors support for issue resolution and product updates. Skills Required: Strong hands-on configuration skills in SuccessFactors Compensation cycle setup , budgeting, eligibility rules, and XML-based templates. Deep understanding of Variable Pay plan design , business goal mapping, and payout logic. Experience with Role-Based Permissions (RBP) , compensation statements, and integration with EC . Excellent communication skills to engage with both business and technical stakeholders. SAP SuccessFactors Certification in Compensation and Variable Pay is preferred. Experience in global compensation planning and multi-currency environments is a plus. Familiarity with Advanced Reporting (ORD/Canvas) or Integration Center is a plus. Knowledge of related modules such as EC, PMGM, and CDP is a plus. QUALIFICATION: Bachelor's degree in Human Resources, Information Technology, Business, or a related field.

We are seeking an experienced SAP SuccessFactors Consultant with in-depth knowledge of Compensation and Variable Pay modules . You will be responsible for the implementation, configuration, and support of strategic compensation programs aligned with business objectives and employee performance. This role requires strong hands-on configuration skills and excellent communication to engage with both business and technical stakeholders. Roles & Responsibilities: Compensation: Implement and configure the SuccessFactors Compensation module , including salary planning, compensation worksheets, eligibility rules, guidelines, and budget modeling. Design and manage compensation templates, cycle setup, XML configuration, and workflow rules. Develop compensation statements and handle merit, promotion, and adjustment scenarios. Integrate with Employee Central or other core HR systems for seamless data flow. Variable Pay: Design and implement Variable Pay programs , including bonus plans, eligibility rules, business goals, and payout modeling. Configure bonus calculation formulas, eligibility profiles, and lookup tables. Create Variable Pay templates and manage cycle processing and approval workflows. Collaborate with the business to ensure alignment of variable pay programs with performance and business results. General Responsibilities: Gather requirements from HR and business stakeholders and provide best practice recommendations. Perform data validation, UAT support , and go-live activities. Create user documentation and deliver training sessions to HR teams. Coordinate with SuccessFactors support for issue resolution and product updates. Skills Required: Strong hands-on configuration skills in SuccessFactors Compensation cycle setup , budgeting, eligibility rules, and XML-based templates. Deep understanding of Variable Pay plan design , business goal mapping, and payout logic. Experience with Role-Based Permissions (RBP) , compensation statements, and integration with EC . Excellent communication skills to engage with both business and technical stakeholders. SAP SuccessFactors Certification in Compensation and Variable Pay is preferred. Experience in global compensation planning and multi-currency environments is a plus. Familiarity with Advanced Reporting (ORD/Canvas) or Integration Center is a plus. Knowledge of related modules such as EC, PMGM, and CDP is a plus. QUALIFICATION: Bachelor's degree in Human Resources, Information Technology, Business, or a related field.

We are seeking an experienced SAP SuccessFactors Consultant with in-depth knowledge of Compensation and Variable Pay modules . You will be responsible for the implementation, configuration, and support of strategic compensation programs aligned with business objectives and employee performance. This role requires strong hands-on configuration skills and excellent communication to engage with both business and technical stakeholders. Roles & Responsibilities: Compensation: Implement and configure the SuccessFactors Compensation module , including salary planning, compensation worksheets, eligibility rules, guidelines, and budget modeling. Design and manage compensation templates, cycle setup, XML configuration, and workflow rules. Develop compensation statements and handle merit, promotion, and adjustment scenarios. Integrate with Employee Central or other core HR systems for seamless data flow. Variable Pay: Design and implement Variable Pay programs , including bonus plans, eligibility rules, business goals, and payout modeling. Configure bonus calculation formulas, eligibility profiles, and lookup tables. Create Variable Pay templates and manage cycle processing and approval workflows. Collaborate with the business to ensure alignment of variable pay programs with performance and business results. General Responsibilities: Gather requirements from HR and business stakeholders and provide best practice recommendations. Perform data validation, UAT support , and go-live activities. Create user documentation and deliver training sessions to HR teams. Coordinate with SuccessFactors support for issue resolution and product updates. Skills Required: Strong hands-on configuration skills in SuccessFactors Compensation cycle setup , budgeting, eligibility rules, and XML-based templates. Deep understanding of Variable Pay plan design , business goal mapping, and payout logic. Experience with Role-Based Permissions (RBP) , compensation statements, and integration with EC . Excellent communication skills to engage with both business and technical stakeholders. SAP SuccessFactors Certification in Compensation and Variable Pay is preferred. Experience in global compensation planning and multi-currency environments is a plus. Familiarity with Advanced Reporting (ORD/Canvas) or Integration Center is a plus. Knowledge of related modules such as EC, PMGM, and CDP is a plus. QUALIFICATION: Bachelor's degree in Human Resources, Information Technology, Business, or a related field.

As a Total Rewards Specialist at our Bangalore location, your primary responsibility will be to develop and optimize Rewards and Benefits workflows and procedures to enhance the efficiency of processes managed by People Services. You will play a crucial role in serving as a subject matter expert in Job Evaluation and Salary Administration, assisting in job position evaluation and classification, and supporting Annual Compensation Processes, including annual salary reviews and bonus processes. Additionally, you will prepare materials and data for compensation planning meetings and identify opportunities for process improvement within the Reward & Benefits framework by analyzing current practices and benchmarking against industry standards. Your role will involve establishing best practices and standard operating procedures (SOPs) to ensure consistency, as well as ensuring compliance with local laws, regulations, and Rakuten Symphony's policies in executing these processes. You will be responsible for monitoring and analyzing service level agreements (SLAs) and key performance metrics (KPIs) to identify trends, issues, and areas for improvement. Collaborating closely with external vendors and consultants will be essential to evaluate and implement best-in-class Reward & Benefits practices while maintaining the accuracy and integrity of data within HR systems. In terms of qualifications and skills, we are looking for candidates with 3-7 years of experience in a similar role, possessing awareness of employment laws and regulations related to rewards and benefits. Proficiency in reward administration and systems, along with analytical skills to interpret metrics and derive insights from data, is crucial. A good understanding of global compensation structures, employee benefits, incentives, and recognition programs is required. Expertise in continuous improvement methodologies such as Lean or Six Sigma, with a proven track record of leading process improvement initiatives and delivering measurable outcomes, will be highly valued. On the behavioral front, excellent written and verbal communication skills are essential for effective collaboration across various cross-functional teams. Strong relationship-building skills, attention to detail, and a commitment to accuracy in all tasks are qualities we seek in potential candidates. Moreover, possessing excellent analytical, problem-solving, and time-management skills will be advantageous in fulfilling the responsibilities of this role. As a member of our team, you will be expected to embody the Rakuten Shugi Principles, which define the behaviors that make Rakuten unique and united worldwide. These principles include: - Always improve, always advance. Only be satisfied with complete success - Kaizen. - Be passionately professional. Take an uncompromising approach to your work and strive to be the best. - Hypothesize - Practice - Validate - Shikumika. Use the Rakuten Cycle to succeed in uncharted territories. - Maximize Customer Satisfaction. The ultimate fulfillment for service industry workers is witnessing their customers" smiles. - Speed!! Speed!! Speed!! Be time-conscious, take charge, set clear goals, and engage your team to achieve success promptly.,

The Regional Sales Head (RSM) is responsible for overseeing the sales operations within a designated region. You will manage a team of sales representatives, develop regional sales strategies, meet revenue targets, and maintain strong relationships with key clients and channel partners. Your key responsibilities will include selling products, managing the customer base, and staff, and achieving regional sales objectives through strategic planning and reviews. You will need to recruit, train, and lead employees, resolve problems, identify trends, and implement changes when necessary. You will communicate job expectations, plan compensation strategies, and establish sales objectives by creating a sales plan and quota for districts in support of national objectives. Additionally, you will maintain and expand the customer base by counseling district sales representatives, building rapport with key customers, and identifying new opportunities. Education requirements include a Bachelor's degree in business or a related field, along with previous sales and management experience. Experience using sales tracking software will be beneficial. This is a full-time position with benefits such as cell phone reimbursement, yearly bonus, and a day shift schedule. If you are interested in this opportunity, please share your CV at "hrfireandsafetyindia19@gmail.com".,

Role: Oracle Workforce Compensation Lead Location: Remote/ Pan India Experience: 7-9 years iSource Services is hiring for one of their client for the position of Oracle Workforce Compensation Lead. About the role: We are hiring an experienced Oracle Workforce Compensation Lead to manage the implementation and configuration of the Oracle Cloud Workforce Compensation module. The role includes stakeholder collaboration, system testing, end-user training, and ongoing support. Responsibilities: Lead the implementation of Oracle Cloud Workforce Compensation module Configure and test compensation functionality to meet business requirements Collaborate with stakeholders to gather requirements and design solutions Develop and execute testing plans to ensure successful implementation Provide training and support to end-users Required Skills: 7-9 years of experience with Oracle Workforce Compensation Strong understanding of compensation planning and configuration Experience with Oracle Cloud HCM implementation Excellent communication and project management skills Common Requirements: Oracle Cloud Experience: Experience with Oracle Cloud HCM implementation and configuration Technical Skills: Strong understanding of Oracle HCM technical architecture and configuration Location-Remote / Pan India, Delhi NCR, Bangalore, Chennai, Pune, Kolkata, Ahmedabad, Mumbai, Hyderabad

You will be joining a team at Onviqa that offers a work culture and friendly environment highly valued by our employees. Our compensation package is known to be the best in class, accompanied by rewards for high performance, perks, and benefits. Employee growth is a key focus ingrained in our work culture, ensuring a rewarding career awaits you at Onviqa. We empower our employees by offering flexible timings to help them better manage their work-life balance. A competitive salary structure adds to our employees" delight, along with a targeted bonus program that rewards talent and motivates individuals to deliver their best. At Onviqa, we prioritize our employees" welfare by offering a well-managed Employee Welfare Fund scheme. Addressing healthcare concerns, we provide health insurance to manage your healthcare bills while you are part of our team. Additionally, we provide Life Insurance coverage for each of our employees, demonstrating our commitment to their well-being. Nutritious meals are essential even when away from home, which is why we offer Meal Allowance to cover your meals. Our Annual Company Trips are designed to promote employee bonding, fun, and recreation, recognizing that the happiest minds are also the smartest minds. If any of the work profiles at Onviqa pique your interest and spur your imagination, we invite you to become a part of our team and contribute to our collective success.,

Job Responsibilities: Guiding Team members who perform Compensation & Benefits related processes Creating Pay Budgeting proposal & Pay sheets. Coordinating with HRBPs for processing Annual, Quarterly & Anniversary pay increase or promotions Payroll Input consolidating and sharing with payroll team for processing Preparing ARC (Avg. Rem. Cost) file for leadership and creating Master salary breakup file • Managing Annual Pay Review Variable Pay process administration Medical Insurance Benefits administration Salary Pay Band Governance and benchmarking Internal / External & exception handling by approving hirings for candidates factoring internal pay positioning Preparation of Statutory bonus arrears calculation and execution Experience on SAP / Peoplesoft to handle Compensation data maintenance on system & Releasing Pay increase / Bonus letters through system (via E-letter module) Shall be actively involved in knowledge enhancement towards Continuous Improvements/Innovation for stakeholders Managing Annual Pay Review Managing Variable Pay ESOP Management Statistical Analysis Preferred Candidate Profile: Candidates with post-graduation (preferably in HR from B-Schools) Global C&B exposure Experience managing compensation for large organizations (10,000+ employees) Total Experience required 9+ years Relevant experience required 6+ in core compensation and benefits Experience in HR System ( SAP / Oracle / People soft ) Good knowledge in Excel