Job Title: Manager – Total Rewards
Reports to: Vice President –HR
Department: Human Resources
Location: Ashoka University Campus, Sonipat, Haryana
Experience: 8-12 years
Nature of work: Full-time
About Ashoka University: https://www.ashoka.edu.in/
Role and Responsibilities: The Manager – Total Rewards will be responsible for designing, managing, and continuously strengthening the University's total rewards framework to ensure internal equity, external competitiveness, and alignment with institutional priorities. The role will leverage data-driven insights to inform compensation decisions, enable leadership discussions, and support the University in attracting, retaining, and motivating high-quality talent across academic and administrative functions.
Key Responsibilities:
1. Compensation Strategy and Frameworks
- Develop and maintain a structured and robust compensation architecture, including salary bands, grading frameworks, and compensation positioning metrics.
- Ensure internal equity across roles, functions, and cohorts through periodic reviews and analyses.
- Benchmark compensation against relevant higher education institutions and comparable external sectors.
- Support and execute annual and mid-cycle compensation review processes, including increments, promotions, and market corrections.
- Ensure compliance with all applicable statutory and regulatory requirements related to compensation.
2. Data Analytics and Insights
- Analyze workforce and compensation data to identify trends, gaps, and emerging risks related to pay, performance, and attrition.
- Conduct periodic pay equity analyses (including gender and tenure-based assessments) and recommend corrective actions where required.
- Develop actionable insights to support evidence-based decision-making by leadership.
- Build capability for predictive analysis related to attrition risk and compensation competitiveness.
3. HR Dashboards and Decision Support
- Design, develop, and maintain executive-level dashboards to track key people metrics, including:
- Compensation positioning and comp-ratio
- Attrition trends (by role, tenure, performance, and function)
- Performance distribution and pay alignment
- Diversity and equity indicators
- Present structured insights and narratives to support leadership discussions and decision-making forums.
4. Compensation Planning and Budgeting
- Support compensation planning processes within defined financial budgets and institutional constraints.
- Develop prioritization frameworks for allocation of compensation budgets, including salary corrections and retention interventions.
- Model financial implications of compensation decisions and scenarios.
5. Policy Design and Process Excellence
- Design, review, and refine compensation-related policies, including pay progression, promotion guidelines, and reward frameworks.
- Ensure consistency, fairness, and transparency in policy application across the University.
- Continuously improve compensation processes to enhance efficiency, clarity, and stakeholder experience.
6. Stakeholder Engagement and Advisory
- Partner with HR Business Partners and functional leaders to guide compensation decisions, including hiring offers, internal movements, and retention cases.
- Communicate complex compensation insights in a clear and structured manner to non-HR stakeholders.
- Support resolution of compensation-related queries and concerns with a balanced and data-driven approach.
7. Payroll, Compliance, and Data Integrity
- Oversee payroll processes to ensure accuracy, timeliness, and compliance.
- Ensure adherence to statutory requirements and audit readiness.
- Maintain high standards of data integrity across HR systems to enable reliable analysis and reporting.
Key Performance Indicators:
- Improvement in compensation equity and alignment metrics
- Reduction in regrettable attrition, particularly among high performers
- Adoption and usage of HR dashboards in leadership decision-making
- Accuracy and timeliness of payroll processes
- Reduction in compensation-related escalations and grievances
- Effectiveness of compensation budget allocation
Qualifications and Experience:
- Bachelor's or Master's degree in Human Resources, Business Administration, Economics, or a related field
- 4–8 years of relevant experience in compensation, total rewards, HR analytics, or related areas
- Prior experience in payroll and compliance processes will be an advantage
Skills and Competencies:
Technical and Functional:
- Strong analytical skills with proficiency in Excel and data analysis tools
- Understanding of compensation structures, benchmarking, and pay frameworks
- Familiarity with HR systems and dashboarding tools
Behavioral and Leadership:
- Ability to translate data into insights and actionable recommendations
- Structured problem-solving and decision-making capability
- Strong stakeholder management and communication skills
- High attention to detail and commitment to accuracy
- Learning agility and ability to operate in evolving and ambiguous environments
