12 Compensation Practices Jobs

As a Manager HRBP at our client, a global MNC in the healthcare industry based in Bangalore, your primary role is to partner with managers and associates to deliver core HR services. You will ensure optimal management of HR processes and associate experience with a focus on people and culture. Your responsibilities will involve solving local organizational challenges through people-related solutions that align with the company's mission. You will be responsible for delivering annual people processes, possessing in-depth knowledge of local talent, and providing coaching to managers to accelerate talent readiness. Your role will require a deep understanding of local business needs and contributing HR insights into business issues to deliver local solutions. Collaborating with HR COEs and HR Services, you will design and execute solutions and service delivery to clients, implementing strategic initiatives and other enterprise-wide HR programs. Your major accountabilities will include aligning with the Talent & Culture Partner to execute enterprise-level initiatives, delivering core HR services and people processes for an optimal associate experience, and driving business success through coaching and advising teams on associate experience initiatives. You will also ensure timely execution of all people-related processes, implement global, regional, or local HR programs, and coach business leaders and associates on various HR-related topics. In this role, you will be accountable for driving a high-quality, diverse local talent bench through the selection process, equitable compensation practices, and talent development. Supporting diagnostic intervention and problem resolution strategies, you will contribute HR insights to business issues and utilize workforce analytics and insights to enhance people and workforce management. Your performance in this role will be measured based on key performance indicators such as understanding business drivers, persuading and influencing people leaders, demonstrating decision quality in leveraging data for informed human capital decisions, collaborating effectively, planning and aligning objectives with broader organizational goals, and communicating effectively through various channels. The minimum qualifications for this role include a Bachelor's degree and at least 7+ years of experience in Human Resources Business Partnering, specifically in a shared services environment. You should have the ability to interact with cross-functional stakeholders, partner effectively with senior leadership teams, navigate in a matrix environment, and work in a fast-paced culture within lean teams. Preferred qualifications for this role include a Master's degree in HR/IR or an equivalent combination of years and education directly related to the field. Join our team and contribute to shaping a positive and impactful HR environment within our organization.,

Are you ready to elevate your career and make a significant impact in a leading corporate sector We are seeking a Vice President - Human Resource Business Advisor to align HR strategies with business objectives, promoting organizational success. This role supports senior HR Business Advisors and managers, helping resolve HR matters. Reporting to the HR Business Advisor Lead, you'll support Senior Leaders within a specific business line. Join our Human Resources team as a Business Advisor. Job Summary: As a Vice President - Human Resource Business Advisor within Corporate Sector, you will work closely with business leaders to understand their goals and challenges, providing strategic advice on human resource matters. You will play a key role in integrating HR strategies with business plans to promote organizational success. Job Responsibilities: - Support the implementation of people agenda initiatives and efforts for a business area - Provide day-to-day advice on human capital matters. - Advise business leadership and cascade the structuring & re-organizational changes deeper into LOB areas to institutionalize the new organization into BAU - Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers), providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions - Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing - Facilitate feedback processes and other employee input initiatives, e.g. action plans based on Employee Opinion Surveys, Pulse Checks, etc. - Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach - Provide project management support for HR-related initiatives being implemented within LOBs - Support cross-LOB and large scale initiatives and work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions - Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement - Ensure appropriate controls are in place and managed effectively for all critical HR processes. Required qualifications, capabilities, and skills: - Minimum 12 years of overall Human Resource experience - Bachelor's Degree required - Knowledge of full range of people practices in a business setting: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development - Project management abilities including execution skills and end to end process improvement - Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause and strong analytical, quantitative and technical skills that enable individual to leverage data to create HR strategies that support and drive business results - Ability to navigate a global matrix organization and partner on issues across HR and the business. Must be able to work collaboratively and to develop strong, positive working relationships with exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment. Preferred qualifications, capabilities, and skills: - Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks - Promote partnership by fostering a shared purpose, trust and teamwork across teams, businesses, functions, regions, and levels - Advanced degree desired - Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment - Previous HR Business Advisor experience preferred

Are you ready to elevate your career and make a significant impact in a leading corporate sector We are seeking a Vice President - Human Resource Business Advisor to align HR strategies with business objectives, promoting organizational success. This role supports senior HR Business Advisors and managers, helping resolve HR matters. Reporting to the HR Business Advisor Lead, you'll support Senior Leaders within a specific business line. Join our Human Resources team as a Business Advisor. Job Summary: As a Vice President - Human Resource Business Advisor within Corporate Sector, you will work closely with business leaders to understand their goals and challenges, providing strategic advice on human resource matters. You will play a key role in integrating HR strategies with business plans to promote organizational success. Job Responsibilities: - Support the implementation of people agenda initiatives and efforts for a business area - Provide day-to-day advice on human capital matters. - Advise business leadership and cascade the structuring & re-organizational changes deeper into LOB areas to institutionalize the new organization into BAU - Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers), providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions - Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing - Facilitate feedback processes and other employee input initiatives, e.g. action plans based on Employee Opinion Surveys, Pulse Checks, etc. - Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach - Provide project management support for HR-related initiatives being implemented within LOBs - Support cross-LOB and large scale initiatives and work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions - Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement - Ensure appropriate controls are in place and managed effectively for all critical HR processes. Required qualifications, capabilities, and skills: - Minimum 12 years of overall Human Resource experience - Bachelor's Degree required - Knowledge of full range of people practices in a business setting: goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development - Project management abilities including execution skills and end to end process improvement - Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause and strong analytical, quantitative and technical skills that enable individual to leverage data to create HR strategies that support and drive business results - Ability to navigate a global matrix organization and partner on issues across HR and the business. Must be able to work collaboratively and to develop strong, positive working relationships with exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment. Preferred qualifications, capabilities, and skills: - Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks - Promote partnership by fostering a shared purpose, trust and teamwork across teams, businesses, functions, regions, and levels - Advanced degree desired - Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment - Previous HR Business Advisor experience preferred

As an HR Analytics professional at Aster DM Healthcare Limited, your main responsibilities will include creating MIS, dashboards, and datacuts as per group requirements. You will be tasked with gathering benchmark data about jobs, compensation, and benefits, calculating retention, turnover, and internal mobility rates, and having a close involvement in formalizing productivity exercises. Your role will also involve facilitating Compensation and HRMS plans, ensuring that compensation practices are in compliance with regulations. You will conduct ongoing research into emerging trends, issues, and best practices in the field. Additionally, you will be responsible for consolidating employee benefits across all India verticals and assisting in the roll-out and implementation of HRMS Phase II. Furthermore, you will be instrumental in creating increment models for the vertical in alignment with the Group's Reward Philosophy. You will help boost the Doctors Recognition program through various activities and initiatives, solicit quotations from suppliers/vendors for birthday celebrations and long service awards for clinicians and non-clinicians, and validate clinicians" data through various sources. Managing and maintaining relationships with vendors to facilitate activities and ensure accurate and on-time deliveries will also be part of your duties. Aster DM Healthcare Limited is a leading private healthcare service provider operating in multiple GCC states and an emerging healthcare player in India. With a focus on clinical excellence, the organization has a strong presence across primary, secondary, tertiary, and quaternary healthcare through hospitals, clinics, and pharmacies. For more information, please visit our website at https://www.asterdmhealthcare.com/. Aster Hospitals, part of Aster DM Healthcare Limited, is dedicated to providing patient-centric medical care with a focus on clinical excellence. Currently operating in 4 countries in the GCC, Aster Hospitals specialize in primary, secondary, and tertiary healthcare services. The hospitals under Aster include Aster Hospitals in UAE (Mankhool and Al Qusais), Aster Al Raffah Hospitals in Oman (Muscat, Sohar, and Ibri), Aster Hospital in Qatar (Doha), and Aster Sanad Hospital in Saudi Arabia (Riyadh). The organization aims to treat all patients well, reaching out to diverse economic segments in the GCC countries through differentiated healthcare services across the Aster, Medcare, and Access brands. Overall, Aster DM Healthcare Group has a strong presence in the GCC and India, with 25 hospitals, 116 clinics, and 238 pharmacies, supported by a workforce of over 20,500 employees, including approximately 1250 doctors on a fee-for-service basis.,

You will be collaborating with the Head of India R & D, as a part of the Global R & D HR and India HR Leadership team, to craft and execute the people strategy for Global R&D sites in India. This involves cultivating a work environment that is enriching and rewarding, where employees are treated with respect, take pride in their work, and stay actively engaged. Your responsibilities will include: Organization Design & Annual Operating Plan: - Engage in strategic discussions on organizational planning and effectiveness by collaborating with Global and India business & HR leaders on aspects such as organization structure and ratios. - Assist the business in developing an Annual Operating plan with a focus on the People vector. - Align with Global initiatives and communicate the plan in line with the overall organization strategy. Performance Management: - Offer continuous performance management guidance to managers, encompassing coaching, counseling, career development, and disciplinary actions. - Support mid-year and annual performance reviews with business leaders as part of the appraisal process. - Conduct calibrations, organizational movements, and reward decisions. - Coach managers on managing Performance Improvement Plans (PIPs) effectively. - Enhance managerial capabilities in people processes. - Conduct training sessions for managers and employees on crafting Individual Development Plans (IDPs) and assist in implementing development plans. Talent & Succession Management: - Supervise new hire induction and orientation programs. Employee Engagement & Communication: - Plan and lead communication initiatives, including town halls. - Develop an engagement and retention strategy for the R & D functions in business units. - Cultivate an engaged culture through structured feedback support in the OHS process and action planning. Compliance & Analytics: - Ensure adherence to HR policies and legal compliance to promote a culture of compliance. - Utilize HR analytics for data-driven decision-making. Leadership & Strategic HR Responsibilities: - Address complex problems by looking beyond existing methodologies and disciplines. - Develop and execute plans in rapidly changing business and/or regulatory environments. - Contribute to functional or departmental people-related strategy. - Manage a team of senior HR professionals and provide leadership. - Directly impact business priorities and strategic planning. - Hold accountability for HR performance metrics such as engagement scores, attrition, etc., for multiple related units. - Develop departmental plans, including business and/or organizational priorities. - Manage resources and shape policy within the area of responsibility. - Make decisions guided by resource availability and functional objectives. - Collaborate with other HR leaders to lead organizational change. Your Experience And Qualifications: - Preferably hold a Masters degree in Human Resources Management. - Possess over 12 to 14 years of experience in various aspects of human resources management and development, with at least the last 5 years in a leadership role for a strategic business unit or division. - Proficient in multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and more. - Experience in multi-site and/or global organizations is crucial. - Ability to work in matrix environments and collaborate with global stakeholders is necessary. - Demonstrate expertise in strategic HR management, covering planning and policy development, talent management, recruitment and selection, compensation and benefits, training and staff development, employee relations, and performance management. You will report to the Head of India, Human Resource & Communication. Tevas Equal Employment Opportunity Commitment.,

You will be responsible for designing and executing HR policies, programs, and procedures in alignment with the company's mission and business goals. It is crucial to stay updated on labor laws, wage regulations, safety standards, and employment policies to ensure full compliance. Creating a positive work environment by managing grievances, resolving conflicts, and implementing engagement initiatives is essential for fostering a strong team dynamic. Leading recruitment efforts, including sourcing, screening, interviewing, and hiring top talent, will be a key aspect of your role in building a high-performing team. Implementing training and career development programs to enhance employee skills, performance, and retention is also a significant part of this position. Additionally, overseeing salary structures, bonuses, and benefits to maintain competitive and fair compensation practices is important. Maintaining up-to-date personnel files, attendance records, and other essential HR documentation is crucial for smooth operations. Providing expert HR guidance to managers and employees on policies, procedures, and best practices will be part of your responsibilities. You will also supervise HR personnel, offering coaching, performance feedback, and professional development opportunities. Ensuring adherence to company safety policies and environmental regulations is another key aspect of this role. This position is full-time and requires work to be conducted in person. Benefits include health insurance and Provident Fund.,

Be an essential element to a brighter future. We work together to transform essential resources into critical ingredients for mobility, energy, connectivity and health. Join our values-led organization committed to building a more resilient world with people and planet in mind. Our core values are the foundation that make us successful for ourselves, our customers and the planet. Job Description Albemarle is hiring for a HR Business Partner. This position is hybrid and located in Bengaluru . What You Will Do Partner with leadership to successfully execute strategic HR initiatives, as well as identify and proactively develop talent through formal training, mentoring, coaching and stretch assignments. Proactively build relationships with key stakeholders, to gain and understanding of their business priorities to provide and deliver HR solutions. Partner within HR teams including the COE and Shared Services to drive employee development and talent management. Develop and implement initiatives to increase employment engagement. Be a change agent to effectively communicate, facilitate, and champion HR programs and company-wide initiatives such as employee engagement and recognition. Lead succession planning for your teams, to ensure talent is available and ready to assume positions of across locations or functions. Drive the Performance Excellence process and work with functional leaders to ensure they are providing feedback to their employees to enhance their performance. Provide counsel and assistance to employees and management on human resources policies and programs Support our managers to resolve employee relations cases (such as disciplinary, grievance, absence, retirement, etc.) Provide HR data analysis and insight, enabling informed, fact-based decision making including the review of market benchmark information for maintaining competitive benefits. Work with leaders to create and maintain workforce staffing plans. Coordinate recruiting efforts to ensure that competent, diverse, and skilled workers are hired, and workload levels are appropriate and maintained, and work to minimize turnover. What You Bring Required: Min. 5 years work experience in a relevant field MSc / BSc in Human Resources or Psychology / Business Administration / Finance preferred Experience with HRIS (preferably Workday); Proficiency in PowerPoint, Excel, and Word Working knowledge of multiple human resource disciplines including compensation practices, employee relations, labor relations, diversity, performance management, federal and state employment laws. Good knowledge of the Indian Labor Legislations. The ability to proactively build strong trusting relationships and employ influencing strategies to gain support and achieve results and common goals. Strong consultative, presentation, and business communication skills. Able to prepare for and participate in difficult conversations. Strong interpersonal skills and good judgment to manage sensitive and confidential matters. Excellent time management and organization skills. Must have the ability to multi-task and re-prioritize based on business demands coupled with a strong sense of urgency. Proven ability working in evolving settings, showing willingness to take initiative and engage in both high-level and hands-on work. Additional Skills Requirements Pro-active problem solver Collaborator across functions and business units and locations Change Agent that communicates effective at all levels Results oriented while keeping people in mind Trusted advisors to leaders Approachable advocate to all Benefits Of Joining Albemarle Competitive compensation Comprehensive benefits package A diverse array of resources to support you professionally and personally. We are partners to one another in pioneering new ways to be better for ourselves, our teams, and our communities. When you join Albemarle, you become our most essential element and you can anticipate competitive compensation, a comprehensive benefits package, and resources that foster your well-being and fuel your personal growth. Help us shape the future, build with purpose and grow together. Show more Show less

Job Title: Senior Manager Payroll, Compensation and Benefits Department: Human Resources Location: Mumbai / Hyderabad Reports To: HR Director Type: Full-Time Job Summary: The Senior Manager Payroll, Compensation, and Benefits is responsible for overseeing the end-to-end payroll process, designing and managing competitive compensation structures, and administering employee benefits programs. This role ensures regulatory compliance, data accuracy, and alignment of total rewards strategies with the organization&aposs objectives. Key Responsibilities: Payroll Management Supervise and ensure accurate, timely processing of payroll for all employees across locations. Ensure compliance with statutory requirements (PF, ESI, PT, Income Tax, etc.). Partner with Finance to reconcile payroll accounts and manage audits. Oversee payroll-related software and systems, recommending improvements as needed. Handle employee queries and resolve payroll discrepancies. Compensation Design and manage competitive compensation structures including base pay, variable pay, and incentive plans. Lead annual compensation review processes (e.g., salary benchmarking, merit increases, bonuses). Analyze internal and external market trends to ensure competitive positioning. Partner with leadership to align compensation strategies with business goals. Develop compensation frameworks for new roles or business expansions. Benefits Administration: Oversee administration of employee benefits including health insurance, wellness programs, retirement plans, etc. Manage vendor relationships for benefit providers and ensure high service levels. Lead benefits communication and education initiatives to improve employee engagement. Ensure compliance with benefits-related regulations and reporting. Compliance & Reporting Maintain and ensure compliance with labor laws, tax regulations, and organizational policies. Prepare and present dashboards, analytics, and statutory reports to leadership and auditors. Ensure data privacy and security across all payroll and compensation processes. Leadership & Strategy Lead, coach, and develop a team of payroll and C&B professionals. Collaborate with HR Business Partners, Finance, and Legal for aligned HR delivery. Drive continuous improvement in payroll and C&B processes and systems. Qualifications: Bachelors degree in HR, Finance, Business Administration or related field (Masters preferred). 10+ years of experience in HR with at least 5 years in payroll and C&B management roles. Strong knowledge of labor laws, tax regulations, and compensation practices. Proficiency with payroll software (SAP, Workday, ADP, etc.). Strong analytical skills and attention to detail. Excellent leadership, communication, and stakeholder management skills. Show more Show less

As the Manager of Human Resources, you will play a strategic role in partnering with business leaders to align people initiatives with the fast-paced and dynamic needs of the media business. Your responsibilities will include driving talent management, workforce planning, capability building, and employee engagement initiatives to support creative excellence and business growth. It will be essential for you to ensure the effective implementation of HR policies, practices, and processes within the business units to achieve strategic objectives. You will work closely with the HR Business Partner to develop integrated views on specific HR strategic issues, projects, employee concerns, and administrative services. Creating a positive employee experience that enhances business performance and boosts employee engagement will be a key focus area. Additionally, you will be responsible for facilitating new employee orientation, onboarding new hires, and providing feedback on performance management and talent management processes for continual improvement. Collaborating with managers on the performance management process and implementing performance improvement plans will be crucial. You will also engage with employees at all levels to ensure alignment with People Practices, Policies, and Tools. Managing organizational changes effectively and handling various employee issues such as complaints, conflicts, and inquiries on policies and procedures will be part of your daily responsibilities. Your role will involve managing separations, conducting exit interviews, and documenting exit notes for attrition analysis purposes. Employee query and grievance management, recruitment activities, and supporting central COE functions within the business unit will also be within your scope. It is important to conduct your work in compliance with relevant state and local regulations related to Indian labor laws. To excel in this position, you should possess proven experience in executing foundational HR tasks, such as employee relations, job requisition processing, system audits, and various HR programs and projects. A strong understanding of compensation practices, organizational diagnosis, employee relations, diversity, and performance management is essential. Your customer-focused approach, combined with effective communication skills, discretion, and diplomacy, will be critical for success. Proficiency in the regional language and cultural nuances is necessary, along with the ability to prioritize, multitask, and work efficiently. Ideally, you should have 4-6 years of experience in HR business partnership and hold a Master's degree in Human Resources. Your expertise in these areas will enable you to drive HR initiatives that contribute to the overall success of the organization.,

At BMC, trust is not just a word - it's a way of life! We are an award-winning, equal opportunity, culturally diverse, and fun place to be. Giving back to the community drives us to be better every single day. Our work environment allows you to balance your priorities because we believe that you will bring your best every day. We champion your wins and shout them from the rooftops. Your peers will inspire, drive, support you, and make you laugh out loud! We help our customers free up time and space to become an Autonomous Digital Enterprise that conquers the opportunities ahead. We are relentless in the pursuit of innovation! At BMC, our culture is built around our people. With over 6000 brilliant minds working together across the globe, you won't be known just by your employee number but for your true authentic self. BMC lets you be YOU! If you're unsure if you meet the qualifications of this role but are deeply excited about BMC and this team, we encourage you to apply! We aim to attract talents from diverse backgrounds and experiences to ensure we face the world together with the best ideas! The salary listed is just one component of BMC's employee compensation package. Other rewards may include a variable plan and country-specific benefits. We are committed to ensuring that our employees are paid fairly and equitably, and that we are transparent about our compensation practices. This role is eligible for candidates who have taken a break in their career and want to re-enter the workforce. If your expertise matches the above job, visit [BMC Returnship Portal](https://bmcrecruit.avature.net/returnship) to learn more and apply.,

As the Global Functions IT People Manager, you will serve as the People Business Partner for the Global Orbia IT Function, aligning People-related objectives with the IT Management Team. Your role involves acting as a consultant on People-related issues, anticipating and assessing People-related needs, and proactively communicating these needs with IT management. You will facilitate change management initiatives, set up partnerships within the People function across various business units and corporate functions to deliver value-added services to IT management and employees in alignment with the organization's business objectives. In your capacity as the GCC People Transformation Lead, you will be responsible for overseeing the People function aspects in establishing and managing the Orbia Global Capability Center (GCC) in Pune, India. Your role includes optimizing global people operations and processes to ensure alignment with business objectives, compliance with regional regulations, and enhancing the overall employee experience. Key Responsibilities: - Align IT Function People objectives with the IT Management Team and provide consultancy and mentorship on People-related issues. - Serve as the People Business Partner for direct reports to the CIO. - Supervise day-to-day People operations in Corporate IT, ensuring alignment with organizational strategies and consistency across all regions. - Coordinate People support for Corporate IT and Business Group IT employees through partnerships with People Specialists. - Participate in and drive key People programs and lead change management initiatives effectively. - Collaborate with CoEs, Business Group People Primus Inter Pares, and Corporate Functions to provide value-added services to IT management and employees. Complexity of the Job: - Restructuring and maturing the Global Function IT People set-up. - Co-establishment of the IT GCC organization with a green-field approach. - Working closely with C-suite level managers in IT and People. - Leading and managing change initiatives related to (IT) People operations across Corporate Orbia and the BGs in all regions. Required Education and Work Experience: - More than 10 years of People Business Partner experience within the industry, supporting senior leaders at the C-level. - Masters or other advanced degree in Human Resources, Business Administration, or related field with an academic level of thinking and acting. - Expertise in partnering with Senior Leaders in various People-related areas such as Talent Management, Employee Relations, Organizational Design, Change Management, and Executive Coaching. - Profound understanding of Human Resource functional and technical areas including compensation practices, organizational diagnosis, employee relations, performance management, and learning and development. - Proven experience in Transformation/Change management, complex project management, and process improvements. - Strong leadership, stakeholder management, communication, and interpersonal skills. - Ability to work effectively in a multicultural and fast-paced environment. Specific Knowledge and Skills: - Excellent business literacy skills. - Exceptional interpersonal skills. - Proficient in Intercultural Transformation and Change management. - Full proficiency in English, both written and verbal.,

Are you seeking a fresh opportunity to demonstrate your analytical, client advisory, communication, and relationship management skills An excellent position within our Firmwide Compensation classic team in the Human Capital Management (HCM) division awaits you. Your intellectual curiosity and innovative problem-solving approach will be highly valued, directly impacting the success of our most valuable asset: the people of our firm. HCM, as a division, plays a vital role in supporting business growth and change at Goldman Sachs by recruiting, developing, and rewarding the individuals within the organization. Our teams are involved in advising, designing, and implementing strategies, processes, and technologies aimed at advancing the professional growth of our people, driving productivity, and achieving superior results for the firm and our clients. The Firmwide Compensation Team is responsible for developing and implementing the compensation philosophy, policies, and practices globally. This team supports the firm's efforts to attract and retain top talent, requiring collaboration with various departments such as Controllers, Legal, and Tax. Additionally, support is provided to other HCM functions, including HCM Business Partners, Recruitment, Employee Relations, Executive Compensation, Equity Compensation, and Global Mobility Services. Your Role: - Act as a strategic advisor to the firm in India, designing, implementing, and managing compensation programs in alignment with firm and divisional strategies - Participate in benchmarking studies to ensure competitive compensation strategies, sharing key findings with senior leadership - Collaborate with the Firmwide Compensation team to identify improvement and automation opportunities, drive process changes, and enhance efficiencies - Analyze hiring and attrition trends, offering insights to senior stakeholders on attracting and retaining top talent - Partner with cross-functional HCM teams to structure compensation packages for new hires - Work closely with finance and divisions to manage compensation budgets and centrally administer the year-end compensation process Qualifications: - Bachelor's or master's degree in Human Resources, Business Administration, Finance, or a related field - 4-5 years of relevant work experience - Proficiency in working with and analyzing large datasets to present compelling results - Ability to handle multiple priorities while delivering high-quality work - Strong understanding of compensation practices and regulations - Organized, detail-oriented, and excellent at follow-through - Strong written and verbal communication skills to build relationships and act as a liaison across HCM groups - Proactive in anticipating potential issues and escalating when necessary - Capable of working independently and in a fast-paced global team environment,