14 Compensation Strategy Jobs

The HR Manager plays a crucial role in ensuring that the organization complies with local, state, and federal regulations, as well as internal policies. One of the key responsibilities of an HR Manager is related to social compliance. This involves reviewing and ensuring the consistent application of company HR policies while keeping them updated with labor laws and regulations. Additionally, the HR Manager conducts investigations into employee issues, conflicts, and other related matters such as disciplinary proceedings and terminations. Furthermore, maintaining records is essential to ensure compliance with national and local HR strategies. The HR Manager also engages in open communication with relevant decision-makers and stakeholders regarding regulatory changes. Acting as a liaison between the company and regulatory bodies, the HR Manager handles inspections, audits, and other regulatory interactions. Apart from social compliance duties, the HR Manager is also involved in various other responsibilities such as recruiting, hiring, and onboarding new employees, managing employee performance and benefits programs, developing training materials and performance management programs, creating a compensation strategy for employees, and overseeing exit interviews and procedures. This is a full-time position that primarily operates during the day shift and requires in-person work at the designated location.,

Key Responsibilities Support compensation and benefits programs Assist in implementation of reward strategies and frameworks Ensure compliance with policies and benchmarks Collaborate with HR and business teams on C&B matters Skills & Qualifications Qualification: Postgraduate (preferably in HR or related field) Experience: Exposure to compensation and benefits functions Analytical mindset and strong communication skills

The Lead Compensation & Benefits role at Orient Electric involves developing, implementing, and administering the company's rewards and benefits policies to ensure that the Total Rewards programs are competitive, equitable, and support the company's overall strategic objectives. You will be responsible for driving performance through the compensation strategy, attracting and retaining top talent, managing employee benefits programs, and ensuring compliance with statutory and regulatory requirements related to employee benefits. Additionally, you will collaborate with leadership to align reward structures with business performance metrics, ensure HR compliance and governance, engage with stakeholders and employees, develop communication strategies to educate employees on compensation and benefits programs, own the HR budgeting process, and closely monitor costs aligned with the overall plan. To excel in this role, you should hold a Bachelors/Masters degree in Human Resources, Business Administration, or a related field, along with 7-12 years of experience in compensation & benefits or related HR functions. Your expertise in job evaluation methodologies, salary benchmarking, and incentive programs, coupled with strong analytical, problem-solving, and negotiation skills, will be key to your success. Excellent communication and stakeholder management abilities are also essential for this position. This position is based in the New Delhi office of Orient Electric. Applicants must be willing to relocate or commute. Orient Electric is dedicated to fostering a diverse environment and is proud to be an equal opportunity employer.,

As a highly skilled Global Compensation Specialist, you will play a crucial role in supporting the development and execution of our global compensation strategy. Your responsibilities will include designing and implementing global compensation frameworks, conducting benchmarking using external surveys and internal data analysis, managing the annual compensation cycle, ensuring compliance with regulations, and supporting global mobility compensation planning. You will collaborate closely with HRBPs, finance, and leadership teams to align compensation programs with our business objectives and talent philosophy. Additionally, you will work with finance and HR systems teams to ensure accurate budgeting, reporting, and tool integration. Developing communication materials and training for stakeholders and employees will also be part of your role. To be successful in this position, you should have at least 5 years of progressive experience in Compensation, with a minimum of 2 years in a global compensation role. A deep understanding of compensation frameworks across various regions such as India, US, Europe, and APAC is essential. Strong data analysis skills using tools like Excel, Google Sheets, and Workday, as well as excellent stakeholder management skills, are key requirements. Possessing a certification like CCP (Certified Compensation Professional) would be a plus.,

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, you will contribute a high level of human resource generalist knowledge and expertise for a designated property. You will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. You will generally work with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, you will utilize a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. **Candidate Profile:** **Education and Experience** - 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR - 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. **Core Work Activities:** **Managing the Human Resources Strategy** - Executes and follows-up on engagement survey related activities. - Champions and builds the talent management ranks in support of property and region diversity strategy. - Translates business priorities into property Human Resources strategies, plans and actions. - Implements and sustains Human Resources initiatives at the property. - Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. **Managing Staffing and Recruitment Process** - Analyzes open positions to balance the development of existing talent and business needs. - Serves as coach and expert facilitator of the selection and interviewing process. - Surfaces opportunities in work processes and staffing optimization. - Makes staffing decisions to manage the talent cadre and pipeline at the property. **Managing Employee Compensation Strategy** - Remains current and knowledgeable in the internal and external compensation and work competitive environments. - Leads the planning of the hourly employee total compensation strategy. - Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. - Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. **Managing Staff Development Activities** - Ensures completion of the duties and responsibilities of the properties Human Resources staff members, as outlined in applicable job description(s). - Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. - Serves as a resource to property Human Resources staff on employee relations questions and issues. - Continually reinforces positive employee relations concepts. Marriott International is an equal opportunity employer and believes in hiring a diverse workforce and sustaining an inclusive, people-first culture. The company is committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. Marriott Hotels and JW Marriott offer opportunities for training, development, recognition, and a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand's namesake and company founder, J.Willard Marriott. Join a portfolio of brands with Marriott International and be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of yourself.,

Position Summary The Director of Global Total Rewards will oversee the design, implementation, and management of global compensation, benefits, and rewards strategies. This role requires deep expertise in developing scalable, equitable, and market-competitive programs that attract, retain, and motivate top talent in a dynamic, fast-paced environment. Educational & Experience Minimum Requirements This position requires the following knowledge and skills: Bachelors degree in Human Resources, Business Administration, Finance, or a related field. 10- 12+ years of progressive experience in total rewards, including leadership roles in compensation and benefits. Proven track record in leading global compensation and benefits programs. Deep knowledge of equity programs and global compliance requirements. Competency Requirements Strong analytical, strategic thinking, and problem-solving skills. Ability to work across and influence leadership teams. Proficiency in HR technology and tools, including HRIS and compensation/benefits platforms. Knowledge of compensation and benefits survey tools (e.g., Mercer, Willis Towers Watson, Hay Group) and demonstrated ability to consult and guide rewards decisions using these tools is required. Experience working with a globally diverse population. Strong knowledge of global compensation and benefits practices, including familiarity with laws and regulations in key regions (North America, EMEA, APAC, etc.). Highly proficient in Microsoft office applications (PowerPoint, outlook etc.) with advanced skills in Microsoft Excel. Proficiency in UKG (UltiPro) is a plus. Working proficiency in other HRIS systems and compensation software. High level of data modelling and analysis knowledge and ability to present findings concisely. Track record of process improvement implementation and organizational impact. For More Details. Contact: Magimai - 8220698292 Email: MagimaiTamilAzhagan.Francis@sgsco.com

Key Responsibilities: Design and manage sales compensation programs across multiple global regions, ensuring alignment with business goals and market competitiveness. Utilize Xactly software to build and manage compensation models, forecasts, and simulations to support strategic decision-making. Collaborate with Sales Operations, HR, and Finance teams to implement compensation plans that drive sales performance. Lead territory and quota planning initiatives, ensuring equitable distribution of opportunities across the sales force. Monitor and analyze compensation effectiveness, recommending adjustments as needed to optimize sales performance and motivation. Partner with leadership to communicate compensation plans effectively, ensuring understanding and buy-in across the organization. Stay informed of industry best practices and market trends to continually refine and enhance our sales compensation approach. Qualifications: Bachelors degree in Business, Finance, HR, or a related field; advanced degree preferred. 4+ years of experience in sales compensation roles within global, matrix organizations. Expertise in using Xactly software for compensation planning, modeling, and analysis. Proven track record of managing compensation strategy, implementation, and rollout across multiple regions. Strong analytical skills with the ability to model various compensation scenarios and projections. Experience with sales readiness processes, including territory and quota planning. Excellent communication and presentation skills, with the ability to influence stakeholders at all levels of the organization. Strong collaboration skills and the ability to work effectively in a cross-functional team environment.

Design and implement compensation strategies that align with market benchmarks and internal equity. Lead benefits policy management including insurance, retirement plans, wellness programs, and leave frameworks. Conduct salary benchmarking , manage annual compensation review cycles, and oversee reward model planning. Drive spend modeling, pay decisions for promotions , and internal job movements. Build and manage dashboards and HR analytics to support strategic decision-making. Maintain regulatory compliance , internal audit readiness, and support risk/control assurance initiatives. Collaborate with HR, finance, business stakeholders, and external vendors for seamless policy execution. Guide managers and HRBPs on compensation fitments, counteroffers, and DEI-focused strategies. Requirements 812+ years of experience in Compensation & Benefits, ideally in GCC/MNC/IT/ITES environments. Strong exposure to global C&B practices , salary structuring, bonus models, and policy design. Proficient in HR analytics, benchmarking surveys , payroll, and compliance frameworks. Excellent communication, problem-solving, and stakeholder management skills. Bachelor's degree in HR or Business; Master's degree or certifications

Bachelors degree in human resources, business administration, finance, or a related field; a Masters degree is preferred. Certified Compensation Professional (CCP) and/or Certified Employee Benefit Specialist (CEBS) designations are advantageous. 10+ years of experience in compensation, benefits administration, or human resources management. Strong understanding of the legal requirements and regulations affecting compensation and benefits programs. Excellent analytical skills and the ability to interpret and communicate data. Strong leadership and team management skills. Proficient with HRIS (exposure to SAP systems will be an added advantage) and compensation management software tools. Excellent communication and interpersonal skills.

Job Descripon of Compensaon & Benets Manager: Compensa¢on Management • Design and implement compe¢¢ve compensa¢on structures suitable for a diverse workforce (drivers, technicians, eet managers, opera¢ons sta, and corporate func¢ons). • Conduct regular salary benchmarking, job evalua¢on, and market analysis specic to eet management and logis¢cs industry trends. • • Manage annual performance-based salary review processes. Administer variable pay plans and incen¢ve programs for opera¢onal teams (e.g., mileage- based incen¢ves, performance bonuses for eet KPIs). • Maintain pay equity across job categories, levels, and regions. Benets Administra¢on • • • • Develop and manage employee benets programs such as medical insurance, wellness programs, life insurance, re¢rement plans, and transport/fuel benets. Ensure benets oerings address the unique needs of mobile workforce segments such as drivers and technicians. Collaborate with insurance brokers and providers to manage vendor rela¢onships and nego¢ate cost-eec¢ve oerings. Drive awareness and understanding of benets through employee communica¢ons and training. Compliance & Governance • • • Ensure full compliance with applicable local, state, and na¢onal labor laws governing compensa¢on, benets, over¢me, and transport-related regula¢ons. Monitor changes in legal requirements aec¢ng compensa¢on & benets, and update policies accordingly. Conduct audits to ensure accuracy and compliance in payroll, benets, and compensa¢on programs. Analy¢cs & Repor¢ng • • • Analyze compensa¢on and benets data to iden¢fy trends and opportuni¢es for program improvements. Provide regular repor¢ng to leadership on total rewards spend, workforce trends, and key compensa¢on metrics. Support workforce planning and budge¢ng with accurate compensa¢on cost projec¢ons. Stakeholder Collabora¢on Work closely with Opera¢ons, Fleet Management, and HR Business Partners to ensure • compensa¢on strategies align with business goals (e.g. driver reten¢on, opera¢onal eciency). • • Partner with Talent Acquisi¢on to develop compe¢¢ve oers and compensa¢on packages for new hires. Lead communica¢on and change management eorts around compensa¢on and benets ini¢a¢ves. Qualica¢ons: • • • • Bachelors degree in Human Resources, Business Administra¢on, Finance, or related eld. MBA or relevant masters degree preferred. 45 years of experience in Compensa¢on & Benets, preferably with exposure to logis¢cs, transporta¢on, or eet management sectors. Deep understanding of compensa¢on trends and challenges within a mul¢-loca¢on, opera¢onal workforce. Experience designing incen¢ve programs for opera¢onal and driver workforces is highly desirable. • • • • Strong analy¢cal skills and prociency in HRIS, Excel, and repor¢ng tools. Up-to-date knowledge of labour laws, payroll compliance, and benets administra¢on. Ability to collaborate cross-func¢onally and inuence at all levels of the organiza¢on. Strong communica¢on and stakeholder management skills.

We are seeking a detail-oriented and analytical Compensation and Benefits Specialist to support India HR team in designing, managing, and administering competitive compensation and benefits programs. The ideal candidate will bring expertise in pay structures, market analysis, and managing employee benefits plans while ensuring compliance with local regulations and company policies. POSITION DESCRIPTION: Collaborate with HR and leadership to align compensation strategies. Implement and administer compensation structures, including salary bands, incentive programs, and merit cycles. Conduct job evaluations and benchmarking to ensure competitive pay practices. Prepare and analyze compensation data for reviews and adjustments. Manage the day-to-day administration of employee benefits programs, including health insurance, retirement plans, leave policies, and wellness initiatives. Support benefits enrollment processes, including educating employees and resolving queries. Conduct regular audits of benefits programs to ensure accuracy and compliance. Partner with the Global compensation team to develop strategies for India that attract and retain top talent. Provide guidance to managers and employees on compensation and benefits policies. Support HR projects related to workforce planning, employee engagement, and organizational changes. Prepare and submit required reports for government agencies and internal audits. Monitor legislative changes and update policies and programs accordingly. Leverage HRIS tools (Workday, Excel) to analyze compensation and benefits data. Generate insights and reports to inform decision-making and identify opportunities for improvement. MINIMUM REQUIREMENTS: Qualification: Bachelor's degree in Human Resources, Business Administration, or a related field. 3-5 years of experience in compensation and benefits management. Familiarity with market benchmarking tools (e.g., Mercer, Radford, or similar) and HRIS platforms like Workday. Strong understanding of compensation structures, job evaluation methods, and benefits administration. Advanced analytical skills with proficiency in Excel and data visualization tools. Expertise in market benchmarking and compensation analysis. In-depth knowledge of benefits programs and related compliance requirements. Excellent communication and interpersonal skills. Attention to detail and ability to maintain confidentiality.

HR Policy Drafting & Management / Strategic Human Capital Planning & Structuring Compensation Strategy & Management/ HR Process Implementation/ Payroll/ Performance Management/ Labor Compliance. Key Responsibilities: Draft and manage HR policies aligned with organizational goals and legal requirements Drive strategic human capital planning, including workforce structuring to support long-term business objectives Develop and manage compensation strategies that are competitive and equitable Implement standardized HR processes to improve operational efficiency Oversee end-to-end payroll processing and ensure statutory compliance Manage performance appraisal systems and support leadership in decisions related to increments, promotions, and development planning.

Role & responsibilities: Compensation Strategy & Benchmarking Design, review, and implement C&B structures aligned with business goals and market competitiveness. Conduct annual compensation benchmarking using market surveys and internal parity assessments. Recommend compensation changes for India and overseas geographies based on data and trends. Collaborate with finance and leadership for annual compensation planning and budgeting. Benefits Administration Design and manage employee benefits for both on-roll and off-roll staff including insurance, rewards, variable pay, wellness programs, and statutory benefits. Customize benefits for regional regulations and cultural fit in India, Middle East, and Singapore. Partner with third-party vendors, insurance providers, and brokers to manage benefit programs. Compliance & Governance Ensure adherence to local statutory and labor law requirements in all countries of operation. Monitor changes in compensation-related laws and adjust policies accordingly. Maintain audit-ready documentation and SOPs for all C&B processes. Payroll Coordination & Audits Partner with payroll and finance teams to ensure accurate and timely disbursal of salaries, incentives, and benefits for both on-roll and off-roll staff. Conduct periodic audits to identify gaps, leakages, or inefficiencies. Off-roll Workforce Management Define compensation frameworks and engagement programs for third-party manpower. Coordinate with staffing agencies to standardize pay, benefits, and welfare practices Preferred candidate profile MBA/PGDM in HR or related field. 5-10 years of experience in Compensation & Benefits, preferably in a fast paced, multi-geography setup. Experience handling both on-roll and off-roll workforce. Familiarity with Indian labor laws and global C&B compliance frameworks (especially Middle East & Singapore). Strong analytical skills and proficiency in Excel, HRMS, and compensation tools. Excellent stakeholder management and cross-cultural communication skills.

Job Roles & Responsibilities : Compensation Strategy & Management: Lead the development and execution of the company's compensation strategy, ensuring alignment with business objectives and competitive market positioning. Oversee the design and administration of salary structures, job grades, and bonus/incentive plans. Manage annual compensation review cycles, ensuring data-driven decisions on pay increases, promotions, and bonuses. Analyze and benchmark compensation data to ensure competitive positioning and internal equity. Partner with senior leadership to develop and implement compensation plans that attract, retain, and motivate top talent. Benefits Administration: Oversee the design, implementation, and management of employee benefits programs, including health, wellness, retirement plans, insurance, and other employee perks. Ensure benefits offerings are competitive, cost-effective, and aligned with employee needs and expectations. Manage vendor relationships for benefits providers and regularly assess plan performance and employee satisfaction. Develop and communicate benefits strategies and policies to employees to ensure understanding and engagement. Compliance & Regulatory Management: Ensure compliance with all local, state, and central government laws and regulations related to compensation, benefits, and labor practices. Conduct regular audits to ensure policies and practices are compliant and identify areas for improvement. Stay up-to-date with changing labor laws, compensation regulations, and benefits trends, and proactively adjust company policies as necessary. Lead the preparation and submission of any government filings and reports related to compensation and benefits programs. Team Leadership & Development: Lead, mentor, and develop a high-performing HR team specializing in compensation, benefits, MIS and compliance. Build strong cross-functional relationships with other HR teams (Talent Acquisition, Employee Relations, etc.) and business leaders. Provide guidance on complex compensation-related matters, internal equity issues, and benefits program concerns. Reporting & Analytics: Develop and deliver regular reports and analytics related to compensation and benefits program performance, cost management, HR metrics and employee satisfaction. Use data to drive decisions and continuous improvement of compensation and benefits offerings. Provide leadership with insights into the effectiveness of compensation and benefits programs and recommendations for changes or enhancements. Education & Experience: Minimum Bachelor's degree in Human Resources, Business Administration, or related field. Minimum 12 years of HR experience, with at least 5 years in a leadership role managing compensation, benefits, and compliance in a large, fast-paced BPO environment. Strong knowledge of HR policies, practices, and legal regulations related to compensation, benefits, and compliance, especially within the BPO industry. Experience in designing, managing, and bench marking compensation structures, incentive plans, and benefits programs for large-scale, multi-location operations. Proven experience with HRIS systems, compensation and benefits software, and data analytics tools. Skills & Competencies: Strategic thinker with the ability to align compensation and benefits programs to business objectives and employee needs. Strong analytical skills with the ability to interpret data and make informed recommendations. Excellent communication and interpersonal skills, with the ability to engage effectively with executives, employees, and external partners. Deep understanding of compensation and benefits legislation, tax laws, and industry best practices. Demonstrated ability to manage complex projects, work under pressure, and meet deadlines. Strong leadership, team management, and mentoring