About In2IT EBS
In2IT Enterprise Business Services is fast being reckoned as the authority in IT Consultancy, Cloud Computing, Managed Services, Application Development amp; Maintenance, Business Process Management Technology Infrastructure Services, Program and Project Management, and Future Edge Services to its Clientele in India and abroad especially in the US, South Africa, Australia, Middle East and Singapore to name a few significant geographies.
Responsibilities
- Compensation Strategy: Collaborate with HR and business leaders to develop and implement compensation strategies that align with the organization's goals, market trends, and best practices.
- Compensation Planning: Lead and support the annual compensation planning process, including salary reviews, bonus programs, merit increases, promotions, and equity adjustments.
- Job Evaluation and Analysis: Conduct job evaluations and analysis to determine appropriate job levels, salary ranges, and pay structures. Evaluate job descriptions, responsibilities, and qualifications to ensure internal equity and market competitiveness.
- Compensation Review and Recommendations: Review compensation data, trends, and practices to identify opportunities for improvement and recommend adjustments or enhancements to compensation programs, policies, and guidelines.
- Data Analysis and Reporting: Analyze compensation data and metrics to identify trends, patterns, and insights.
- Compensation Compliance: Ensure compliance with legal and regulatory requirements related to compensation practices, including equal pay laws, minimum wage regulations, and fair labor standards. Stay updated with changes in legislation and make necessary adjustments to compensation programs accordingly.
- Compensation Communication: Develop and deliver communication materials and training programs to educate employees, managers, and HR partners on compensation programs, policies, and guidelines.
- Compensation System Configuration: Configure and maintain the SuccessFactors Employee Central Compensation module to support compensation planning, salary structures, and other compensation-related functionalities.
- Performance Management Integration: Collaborate with the Performance Management team to align compensation decisions with performance ratings and employee achievements.
Requirements
- Compensation Management Experience: Significant experience in compensation management, including compensation planning, job evaluation, market analysis, salary administration, and pay structure design. Experience with global compensation programs and multi-country considerations is a plus.
- SuccessFactors Employee Central Compensation Expertise: In-depth knowledge and hands-on experience in configuring, implementing, and managing the SuccessFactors Employee Central Compensation module. Familiarity with compensation management best practices and industry trends.
- Data Analysis Skills: Proficiency in data analysis, including advanced Excel skills and the ability to analyze compensation data, conduct market pricing analysis, and interpret compensation metrics and trends.
- Compensation Compliance Knowledge: Understanding of local, state/provincial, and federal laws and regulations related to compensation, including pay equity, minimum wage, and fair labor standards. Familiarity with global compensation regulations is advantageous.
- Communication and Influencing Skills: Excellent verbal and written communication skills to effectively communicate compensation-related information, policies, and guidelines. Ability to influence and guide stakeholders on compensation decisions and practices.
- Analytical Thinking: Strong analytical and problem-solving skills to evaluate compensation data, assess market trends, and develop recommendations. Ability to think critically and strategically about compensation strategies and programs.
- Project Management: Proven ability to manage multiple projects and priorities within tight deadlines. Strong organizational and time management skills to ensure timely completion of compensation planning cycles and related initiatives.
- Attention to Detail: High level of accuracy and attention to detail in handling compensation data, calculations, and documentation.
Must To Have
- Candidate should be proficient in Total Rewards processes includes Annual Merit cycle, variable pay , Retention bonus/ pay also various rewards and recognitions from an HR Perspective .
- Must be a team player
- Should be articulative from HR Perspective .
