13 Variable Pay Jobs

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

Experience in handling at least 2 full End-to-End SuccessFactors Compensation cycle and variable pay. Resource should have strong knowledge on SF Compensation functionalities Design knowledge of SF compensation

• 5 to 8 years of experience is required • Experience in handling at least 2 full End-to-End SuccessFactors Compensation cycle and variable pay. Resource should have strong knowledge on SF Compensation functionalities.

• 5 to 8 years of experience is required • Experience in handling at least 2 full End-to-End SuccessFactors Compensation cycle and variable pay. Resource should have strong knowledge on SF Compensation functionalities.

SAP SuccessFactors Compensation & Variable Pay Expert with around 6+ years of extensive experience providing technical expertise, configuring, and implementing SAP SuccessFactors Compensation & Variable Pay solutions, and supporting clients throughout the project lifecycle. The ideal candidate will be the one who not just has the in-depth technical know-how but is also passionate about mentoring and coaching more experts within the team. You will • Act as the subject matter expert in SuccessFactors Compensation & Variable Pay module. • Collaborate with international clients to gather requirements, design solutions, and implement best practices for Compensation & Variable Pay processes. • Collaborate with cross-functional teams to integrate the Compensation & Variable Pay module with other SAP SuccessFactors modules and external systems. • Provide technical support, troubleshoot issues, and resolve incidents related to Compensation & Variable Pay modules. • Work independently, manage multiple tasks, and meet project deadlines. • Strong customer orientation and excellent communication, presentation, and conflict resolution skills are essential. • Document configurations, processes, and support procedures for knowledge transfer and future reference. • Stay updated with the latest SAP SuccessFactors Compensation & Variable Pay features, functionalities, and industry regulations. • Demonstrate cultural sensitivity to fit into a multinational project setup. • Good to have integration experience with respective core modules Your skills • Relevant SF HR certification and hands on experience • SuccessFactors Compensation & Variable Pay. • SAP SuccessFactors Compensation and Variable Pay certification is required. • SuccessFactors consulting experience is mandatory. • Minimum of 2 Full Life-cycle implementations of SuccessFactors, from planning to configuration through go-live. • Experience working with international clients at onsite locations. • Ability to provide technical support, troubleshoot issues, and resolve incidents related to SuccessFactors Compensation & Variable Pay modules. • Strong problem-solving skills to identify and rectify system-related issues. • Knowledge of MDF , foundation objects , associations , Business rules and workflows. • Candidates should have in-depth knowledge in HR processes. • Expertise in provisioning system. • Agile delivery experience. • Strong communication and articulation skills (verbal, written and presentation) Your benefits: • We offer a hybrid work model which recognizes the value of striking a balance between in-person collaboration and remote working incl. up to 25 days per year working from abroad • We believe in rewarding performance and our compensation and benefits package includes a company bonus scheme, pension, employee shares program and multiple employee discounts (details vary by location) • From career development and digital learning programs to international career mobility, we offer lifelong learning for our employees worldwide and an environment where innovation, delivery and empowerment are fostered Internal • Flexible working, health and wellbeing offers (including healthcare and parental leave benefits) support to balance family and career and help our people return from career breaks with experience that nothing else can teach

We are seeking an experienced SuccessFactors Compensation and Variable Pay Consultant to join our team. The ideal candidate will have hands-on experience managing end-to-end SuccessFactors Compensation cycles and variable pay processes. This role requires a strong understanding of SF Compensation functionalities and the ability to design and implement compensation plans effectively. Key Responsibilities: Manage and execute at least two full End-to-End SuccessFactors Compensation cycles and variable pay processes. Provide expert guidance and design solutions for SF Compensation functionalities including Short Term Incentive (STI), Long Term Incentive (LTI), and Merit planning. Handle compensation plans for salaried and union/non-union employees under collective agreements. Develop and maintain SF Compensation Statements and utilize BIZX reporting tools leveraging Online Report Designer (ORD) and Reporting Analytics. Collaborate with stakeholders to configure and customize Launch forms and route forms to streamline compensation workflows. Ensure smooth integration and data accuracy within the SuccessFactors Compensation module. Support continuous improvement initiatives related to compensation and variable pay processes. Required Skills and Experience: 5 to 8 years of experience in SuccessFactors Compensation module with a proven track record of at least 2 full implementation cycles. Deep understanding of SF Compensation functionalities including STI, LTI, Merit, and Collective Agreements. Proficient in SF Compensation Statements and BIZX reporting tools such as ORD and Reporting Analytics. Experience working with Launch forms and route forms within SuccessFactors Compensation. Strong analytical and problem-solving skills. Excellent communication and stakeholder management skills. Ability to work independently as well as collaboratively within a team. Preferred Locations: Hyderabad, Pune, Bangalore

We are seeking an experienced and strategic Global Compensation Lead to drive and oversee our global compensation framework. This role will be responsible for developing and managing competitive and equitable pay structures across multiple regions while ensuring compliance, efficiency, and alignment with organizational goals. The ideal candidate will be a strong business partner with deep expertise in compensation management, analytical acumen, and the ability to influence stakeholders at all levels. Key Responsibilities Design and lead the global compensation strategy , covering merit cycles, short-term incentives, job evaluations, and market benchmarking. Conduct market research and analysis to ensure competitive and equitable pay practices across geographies. Partner with cross-functional teams to deliver data-driven insights and uphold compensation principles. Oversee enhancements in HR systems and processes to improve efficiency, accuracy, and compliance in reward management. Provide strategic guidance and consultation to global business leaders on compensation decisions and policies. Ensure adherence to regulatory compliance and governance standards across all operating regions. Requirements 8+ years of progressive HR experience , with at least 5 years specializing in global compensation. Proven expertise in compensation frameworks, HRIS tools, compliance practices , and industry trends. Experience working in diverse and fast-growing organizations with global exposure. Strong analytical, problem-solving, and financial modeling skills . Exceptional communication, stakeholder management, and influencing abilities . Ability to thrive in a complex, multicultural, and matrixed environment .

Job Summary: We are seeking a highly analytical and detail-oriented Compensation and Benefits Analyst to join our HR team. The ideal candidate will have experience designing and implementing incentive programs for feet-on-street employees, managing variable pay structures, and conducting market benchmarking exercises. This role will play a critical part in ensuring our compensation strategies are competitive, equitable, and aligned with business objectives. Key Responsibilities: Compensation Design & Analysis: Design and optimize compensation structures for various employee groups, with a strong focus on sales teams and "street-on-street" roles. Structure and model incentive plans that align with sales targets, KPIs, and business goals. Develop and manage variable pay plans, including quarterly/annual incentive payouts. Evaluate internal compensation equity and recommend adjustments as needed. Benefits Administration: Support the design and communication of employee benefits programs. Benchmark benefits offerings against market standards and suggest enhancements. Benchmarking & Market Analysis: Conduct salary benchmarking using market surveys (e.g., Mercer, Aon, Radford, etc.). Analyze external compensation trends to maintain competitive salary structures. Provide insights and reports to support compensation strategy decisions. Analytics & Reporting: Leverage data to analyze pay equity, cost impact of compensation plans, and ROI on incentive programs. Prepare detailed compensation reports for leadership and HR business partners. Maintain compensation dashboards and KPIs. Policy & Compliance: Ensure compliance with labor laws and internal policies related to compensation and benefits. Participate in annual compensation planning, merit review cycles, and salary budgeting. Key Requirements: Bachelor's degree in HR, Finance, Economics, or related field (Masters degree or MBA is a plus). 5–12 years of experience in compensation & benefits, preferably from NBFC. Proven experience in structuring incentive plans and variable pay programs. Strong command over compensation analytics and tools such as Excel, Power BI, or Tableau. Experience with salary benchmarking and familiarity with global C&B surveys (e.g., Mercer, Aon). Excellent analytical and problem-solving skills. Strong interpersonal and communication abilities to partner with cross-functional teams. Preferred Skills: HRIS tools experience (PeopleStrong) Knowledge of statutory and compliance aspects related to compensation. Exposure to reward strategy, pay-for-performance frameworks, and total rewards.

Role & responsibilities 1. Compensation Strategy & Governance Lead annual compensation review cycles for assigned business units. Design and manage variable pay programs (bonus, sales incentive, performance-linked pay). Provide insights on market competitiveness, pay equity, and internal alignment. Support compensation committee reviews and governance reporting. 2. Variable Pay Program Management Manage end-to-end short-term incentive (STI) and long-term incentive (LTI) programs. Ensure accurate payout calculations, budget alignment, and audit compliance . Collaborate with Finance on forecasting and accruals. Recommend improvements to incentive models based on performance outcomes. 3. Benchmarking & Analytics Conduct compensation surveys and benchmarking (Mercer, Willis Towers Watson, etc.). Provide dashboards, MIS, and reports on compensation and variable pay. Perform cost modeling and scenario analysis for new roles, promotions, or retention cases. 4. Compliance & Stakeholder Collaboration Ensure compliance with labor laws, tax regulations, policies . Partner with HRBPs, Finance, and IT (HRIS) for smooth program execution. Communicate guidelines, policies, and payout details to managers and employees. 5. Projects & Transformation Support global compensation transformation initiatives (e.g., new HR tools, AI-driven analytics). Drive automation and process improvement in compensation & variable pay cycles. Act as a subject matter expert (SME) for compensation-related projects. Preferred candidate profile Education: Bachelors / Masters in HR, Business Administration, Finance, or related field. CCP (Certified Compensation Professional) preferred. Experience: 5-8 years in compensation & rewards, with at least 3+ years in variable pay administration . 5 Years of hands-on experience with success factors. Experience in IT/Technology services industry is highly desirable. Technical Skills: Strong HRIS (Workday / SuccessFactors). Core Competencies: Strong analytical & problem-solving skills. High integrity & ability to handle confidential data. Excellent stakeholder management & communication skills. Ability to work in a global matrix environment .

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

Responsibilities: Implement SAP SuccessFactors solutions, focusing on Compensation management, including bonus, and salary planning Creating Eligibility Rules Defining Guidelines & Formulas Configure Compensation Statements Publishing Pay Components

Job Description: SAP SuccessFactors PMGM with SP and CDP PMGM with SP and CDP SAP SuccessFactors Comp Variable Pay Compensation Variable Pay SAP SuccessFactors WFP & A BIRT Locations:: Bangalore/ Kolkata/ Pune/ Hyderabad/Chennai/ Bhuvaneswar/Delhi/Gurgaon Try to target Tier 1 organisation/ ( Direct Payrolls ) : Cognizant, Accenture, IBM, Capgemini, Persistent, EY, PWC, Deloitte, KPMG, Atos Syntel, Salesforce, WNC, Infosys, TCS, Brillio, IQVIA, Syngenta, DXC, Bajaj Finance, Tech Mahindra, , Adidas (fashion/retail industries) .

5+ years of experience working with SuccessFactors Compensation module or other compensation management tools. Experience in compensation planning, including salary, bonuses, incentive programs, and benefits structures. Previous experience working in HR, Compensation & Benefits, or Payroll is a plus. Skills & Knowledge: In-depth knowledge of SAP SuccessFactors Compensation functionality, including configuration of compensation cycles, compensation planning, and reporting. 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. Strong problem-solving and troubleshooting skills. Excellent communication and interpersonal skills for training, consulting, and providing ongoing support to internal teams. Preferred Skills: Certifications: SAP SuccessFactors Compensation certification is highly desirable. HR certifications such as CCP (Certified Compensation Professional) or similar are beneficial. Technical Skills: Familiarity with SAP BusinessObjects, Power BI, or other reporting tools. Experience with compensation benchmarking tools, such as Mercer, PayScale, or Salary.com.