General Manager -Performance Management and Rewards
Our client is known for its initiatives in the Sunrise Sectors.
This position is responsible for designing, implementing, and overseeing the organization's talent strategy with its financial and operational business goals. The objective is to design competitive compensation, benefits, and performance systems that attract top talent, retain high performers, and cultivate a high-performance culture while optimizing human capital costs.
Key Responsibilities
- Design and implementation of the organization's performance management framework (e.g., OKRs, KPIs, Balanced Scorecards).
- Oversee the end-to-end annual and mid-year performance review processes, ensuring fairness, transparency, and consistency across the business unit.
- Foster a culture of continuous coaching and development
- Lead performance calibration sessions with senior leadership to mitigate bias and ensure equitable ratings.
- Build and maintain the corporate grading structure, salary architectures, and pay-mix models (Base Pay vs. Variable Pay).
- Design and govern Short-Term Incentives (STI) like annual bonuses or sales commissions, and Long-Term Incentives (LTI) such as ESOPs, RSUs, or phantom stock options.
- Design competitive, localized benefits packages (health insurance, wellness programs, retirement plans) that cater to a diverse workforce.
- Partner with the CHRO and the Board's Compensation Committee to structure executive
- Lead regular participation in external salary and benefits surveys (e.g., Mercer, Aon, Willis Towers Watson) to ensure market competitiveness.
- Utilize data analytics to track the ROI of rewards programs, attrition triggers, and the correlation between performance ratings and compensation.
- Ensure all compensation and performance processes strictly adhere to local labor laws, taxation policies, and statutory compliance regulations.
- Oversee the implementation and optimization of Performance and Rewards modules within the HRMS (e.g., Workday, SuccessFactors, Oracle).
Key Competencies & Skills
- Strategic & Analytical Thinking: Ability to translate complex business goals into structured, data-driven HR frameworks.
- Influence & Stakeholder Management: Comfort navigating conversations and presenting strategies to C-suite executives, Board members, and business heads.
- Change Management: Ability to smoothly transition organizations through new performance metrics or shifts in compensation philosophy.
Education:
- Master's degree in Human Resources, Business Administration (MBA) from a premier institute
Experience:
- Minimum 12 years of progressive experience in Human Resources, with at least 5–7 years dedicated specifically to Total Rewards, Compensation & Benefits (C&B), and Performance Management Architecture.
- Proven track record of leading teams and managing large-scale, cross-functional HR projects.
