Manager - Compensation & Benefits

About the Company

About the Role

Own and strengthen the organisation's payroll, HR statutory compliance, employee lifecycle operations, HR systems and employee-data governance. The role will also manage compensation and benefits analytics, support compensation decisions through reliable data and calculations, and execute and track ESOP and other long term incentive plans in close coordination with HR leadership, Finance, Legal, Secretarial, external advisors and payroll partners.

Responsibilities

• Own and strengthen the organisation's payroll, HR statutory compliance, employee lifecycle operations, HR systems and employee-data governance.
• Manage compensation and benefits analytics, support compensation decisions through reliable data and calculations.
• Execute and track ESOP and other long term incentive plans in close coordination with HR leadership, Finance, Legal, Secretarial, external advisors and payroll partners.

Key Result Areas

• Payroll governance, processing and controls
• HR statutory compliance, audits and risk closure
• Employee lifecycle and HR operations
• SAP SuccessFactors, employee master data and process automation
• Employee-data privacy, confidentiality and access governance
• Compensation and benefits analytics and administration
• ESOP and other long-term incentive plan implementation and tracking
• HR MIS, dashboards, workforce cost analytics and decision support
• Policy, SOP, vendor and stakeholder governance

1. Payroll Governance and Employee Benefits

• Own the complete monthly payroll cycle, including input collation, validation, processing, exception review, maker-checker controls, sign-offs and timely payroll closure.
• Validate new joiners, exits, attendance, leave, incentives, deductions, reimbursements, recoveries, loans/advances, full-and-final settlements and other pay-impacting transactions.
• Review payroll registers, bank advice, accounting inputs, variance reports, payroll-to-GL reconciliation and employee-wise exceptions before release.
• Coordinate with Finance, payroll vendors and internal stakeholders for accurate salary disbursement, statutory remittances, tax inputs, provisions and payroll accounting.
• Administer employee benefits and insurance programmes, including enrolment, additions/deletions, renewals, claims coordination, vendor reconciliation and employee communication.
• Maintain payroll calendars, process notes, control checklists, evidence and audit trails; track errors, root causes and corrective actions.

2. HR Statutory Compliance and Audits

• Own the HR statutory compliance calendar and ensure timely registrations, renewals, displays, records, returns, remittances and supporting documentation across applicable establishments and locations.
• Coordinate compliance relating to wages, social security, bonus, gratuity, leave, working conditions, employment records and other applicable labour requirements, with specialist advice where required.
• Maintain location-wise compliance trackers, statutory registers, licences, notices, contractor/manpower documentation and evidence repositories.
• Lead HR compliance reviews and support internal, statutory, customer and regulatory audits; ensure timely closure of observations and sustainable corrective and preventive actions.
• Monitor changes in labour and employment regulations, assess operational impact and coordinate updates to policies, processes, systems and communications.

3. HR Operations and Employee Lifecycle

• Manage employee lifecycle transactions from joining through confirmation, transfer, promotion, role/location/reporting changes, leave, benefits changes, separation and full-and-final closure.
• Ensure complete, accurate and timely employee documentation, personal files, letters, approvals, workflows and records in line with defined authority and retention requirements.
• Drive consistent service standards, turnaround times, case tracking and resolution for employee HR operations queries.
• Maintain and periodically improve HR policies, SOPs, templates, checklists and process controls; ensure consistent implementation across locations.
• Manage HR operations vendors against scope, service levels, accuracy, confidentiality, controls and commercial terms.

4. SAP SuccessFactors, HR Data and Process Automation

• Act as process owner for relevant SAP SuccessFactors modules and employee master data, ensuring data quality, timely updates and alignment between HRMS, payroll and other downstream systems.
• Manage workflows, role-based access, user support, issue logs, data interfaces, testing, change requests and system/vendor coordination.
• Perform periodic data-quality checks, reconciliations and exception closure; maintain clear ownership and controls for critical employee data fields.
• Identify and implement opportunities for digitisation, workflow simplification, self-service, standardisation and reduction of manual interventions.

5. Employee-Data Privacy and Governance

• Apply need-to-know and role-based access principles to employee and compensation data; maintain access reviews, confidentiality controls and approval trails.
• Ensure secure collection, use, storage, sharing, retention and disposal of employee data in accordance with organisational policy and applicable requirements.
• Coordinate responses to employee-data requests, corrections, incidents and audits with Information Security, Legal and other relevant stakeholders.
• Ensure vendors handling employee data follow contractual confidentiality, security, retention and breach-notification requirements.

6. Compensation and Benefits Administration and Analytics

• Support salary benchmarking, compensation structures, annual increment and promotion cycles, salary corrections, offer-fitment analysis and benefits-cost reviews.
• Prepare accurate compensation calculations, scenario models, compa-ratio/range analysis, internal equity analysis, employee cost projections and decision-support packs.
• Manage approved compensation changes through documented inputs, validations, system updates, employee letters and payroll implementation.
• Analyse fixed pay, variable pay, benefits and workforce cost data to identify trends, exceptions, risks and opportunities; present concise insights to HR leadership.
• Maintain confidentiality and version control for compensation models, employee-level data, approvals and decision records.

7. ESOP and Other Long-Term Incentive Plans Implementation