Manager - Compensation & Benefits

Postgraduate degree / MBA in Human Resources, Finance or a related

discipline

2. 8-12 years of progressive experience across payroll, HR operations,

statutory compliance, compensation and benefits, including at least 2-3

years independently owning critical processes

3. Hands-on experience in end-to-end payroll processing, payroll controls,

reconciliations, statutory deductions, employee taxation inputs, benefits

administration and payroll audits

4. Strong working knowledge of applicable Indian labour and employment

compliances, including establishment, employee, wage, social-security and

statutory-record requirements

5. Demonstrated experience managing the employee lifecycle and HR

operations across multiple locations

6. Strong hands-on experience with SAP SuccessFactors or a comparable

HRMS, including employee master data, workflows, reporting, data

interfaces and user access controls

7. Advanced Excel and analytical capability, with experience in compensation

modelling, dashboards, workforce cost analysis, data validation and

management reporting

8. Experience supporting annual compensation reviews, salary benchmarking,

benefits analysis, ESOPs and/or other long-term incentive plan

implementation, calculations and tracking

9. Working knowledge of employee-data privacy, confidentiality, access

governance, retention and secure data-sharing practices

10. Prior experience in a regulated pharmaceutical, manufacturing or multi

entity environment preferred.

Summary / Key Responsibilities

Role Summary

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.

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

• Implement approved ESOP and other long-term incentive plan actions,

including participant data preparation, grant calculations, documentation

tracking and system/register updates.

• Maintain accurate participant-wise records for grants, vesting schedules,

exercises, lapses, cancellations, leaver treatment, settlements and

outstanding awards.

• Prepare calculations and reconciliations for vesting, exercise, payroll/tax

inputs, provisions and management reporting in coordination with Finance,

Legal, Secretarial and external advisors.

• Track approvals, award letters, acceptance documentation, employee

communication, queries and milestone calendars while preserving

confidentiality and auditability.

• Provide periodic dashboards and exception reports on award status,

upcoming events, dilution/data inputs and unresolved actions, based on

approved plan rules and governance decisions.

8. HR Analytics, MIS and Decision Support

• Create and maintain reliable dashboards and recurring reports covering

payroll, headcount, employee cost, benefits, compliance, employee

lifecycle, data quality, service levels and long-term incentives.

• Translate data into concise insights, trends, variances and actionable

recommendations for HR and business leadership.

• Establish standard definitions, data sources, validation checks, cut-off

dates, ownership and version control for HR reporting.

• Respond to ad hoc analytical requirements while ensuring accuracy,

confidentiality and traceability of calculations.

9. Stakeholder and Governance Responsibilities

• Partner with HR leadership, Finance, Legal, Secretarial, Information

Security, auditors, consultants, statutory authorities, vendors and location

HR teams.

• Operate within approved policies, delegation of authority and governance

forums; escalate material payroll, compliance, data, control or long-term

incentive risks promptly.

• Maintain strong process documentation, trackers, evidence and audit

readiness across all areas of responsibility.

Critical Competencies

• High accuracy, ownership and control orientation

• Strong numerical, analytical and problem-solving capability

• Sound judgement in handling confidential employee and compensation

data

• Working knowledge of payroll, statutory compliance, HR operations and

rewards processes

• Strong stakeholder, vendor and cross-functional coordination

• Ability to convert complex data into clear management insights

• Process-improvement and systems mindset with disciplined

documentation and follow-through