Job Purpose

Lead the Performance Management system, Compensation benchmarking, Job Evaluation & Analysis and the design and roll-out of Sales compensation interventions to support the business goals for all business units viz ABML & ABARC. Adhere to statutory compliance and ensure that the C&B initiatives implemented are aligned to the Group policies. Drive continuous improvement to enhance and improve effectiveness in the compensation and benefits function within the organization.

Also responsible for HR Operations, Compliance & Payroll for all business units viz ABML & ABARC thus driving the entire employee life cycle.

Job Context & Major Challenges

Job ContextLead the Performance Management system, Compensation benchmarking, Job Evaluation & Analysis and the design and roll-out of Sales compensation interventions to support the business goals for all business units viz ABML, ABIF, ABARC. Adhere to statutory compliance and ensure that the C&B initiatives implemented are aligned to the Group policies. Drive continuous improvement to enhance and improve effectiveness in the compensation and benefits function within the organization.

Also responsible for HR Operations, Compliance & Payroll for all business units viz ABML, ABIF, ABARC thus driving the entire employee life cycle.

Job Challenges:

Managing the pace of HR processes such as payroll, compensation, HRIS and operations with the growth of the business
Defining & Managing (for all 3 entities) Compensation & benefits programs in alignment with the ABCap Compensation architecture.
Define process for performance evaluation criteria and measurement across levels and completion of performance calendar
Drive pay to performance compensation philosophy by defining level based compensation banding & structure.
Enhance market intelligence on Compensation through benchmarking by participation in Compensation Surveys and internal database of new employees.
Managing wage costs in a high growth industry to ensure compensation to OPEX ratio as per budgets.
Responsible for HR process and payroll audit & compliance.
Ensuring effective management of multiple vendors.
Drive Performance Management System completion across the organisation.
Facilitating and creating HR structures and systems to build synergy across businesses and functions is challenging as all business operate under different regulator guidelines and processes.
Volatile, competitive and disruptive environment requiring nimble planning and constant touch with internal as well as outside world. Ensuring seamless and uniform implementation of HR strategies in widely distributed offices and employees across the geography is challenging.
All 3 business units – ABML, ABIF & ABARC have different process and policies wrt various human resource functional aspects. It’s imperative to ensure the right yard stick is used to manage each policy. This needs to be micromanaged at each stages of process execution and is a big challenge.

Key Result Areas

KRA (Accountabilities) (Max 1325 Characters)Supporting Actions (Max 1325 Characters)

KRA1 Plan, initiate, and monitor the salary & benefits budgeting process 1.Conduct market benchmark surveys on compensation & Benefits.

Perform budgeting analysis to determine salary increases and costs impacts on payroll.
Create robust compensation structures aligned to prevalent Tax norms
Creation of an effective compensation strategy to ring fence key talents for the organization (LTIP/Deferred Compensation/ESOPS)
Carry out the increment process in line with the guidelines keeping in mind market benchmarks
Manage salary budgets and roll-out the increment exercise
Create an effective resolution framework/matrix & ensure timely resolution for all employee queries related to compensation
Articulate, define and adequately document HR policies and guidelines for smooth functioning of relevant HR processes.

KRA2 Initiate and drive the performance management cycle (Mid-Year & Annual) 1.Facilitate business/ managers to define performance evaluation criteria

Collaborate for performance ratings analysis and ensure distribution curve.
Ensure the launch and completion of the performance management plan in a timely manner.

KRA3 Drive the job evaluation exercise as per prevalent structures and roles 1.Ensure organization structures are updated to reflect current realities

Drive and facilitate effective job description documentation exercise across Functions
Basis an in-depth understanding of the job evaluation framework, ensure that the flow of roles, responsibilities and accountabilities is accurately captured in the Job Description documents
Ensure timely submission of complete documentation and data points for the various Job Evaluation Committees (BJEC, CJEC and APEX) where applicable
Ensure inputs from JE exercise are effectively used during annual and mid-year appraisals and promotion / up-gradation activities.
Ensure maintenance of accurate records in relation to the JE exercise

KRA4 Design and Optimization of Compensation & Target Setting

Develop an in-depth understanding and benchmarking of compensation structures for various sales channels within the organization and across the industry.
Continually assess the effectiveness of existing compensation structures to evaluate alignment with current and future organizational needs.
Ensure compensation structure is designed across the sales hierarchy in a manner that supports the achievement of business objectives.
Ensure appropriate KPI and Target Setting for the entire Sales & Non-Sales Hierachy

KRA5 Ensure smooth management of Poornata System for the organisation to ensure that employee records are maintained and updated in a timely manner 1.Ensure adequate documentation and updation of JDs/KPI/KRA for all the roles in the organization and their validity against goal settings of the respective incumbents.

Conduct and collaborate on periodic information audits
Ensure efficient data management on Poornata System pertaining to employee records
Be part of the new systems development team and provide inputs to ensure that data is migrated accurately from legacy to new systems, conduct test scenarios with vendors

KRA6 Plan, initiate and drive the benefits programs for the organisation 1.Manage and implement employee benefit programs like insurance & health schemes, make necessary recommendations & improvements

Perform need gap analysis and initiate new benefit plans as well as ensure smoother operations of current schemes.
Communicate new initiatives to the organisation and employees and address queries, clarifications as well as grievances

KRA7 Manage the development and implementation of all aspects of HR Operations- Drive HR operations and enhance service delivery to all employees as per defined SLA’s & TAT’s 1.Define SOP's for all HR operations processes.

Manage life cycle of employee on HR administration aspects as per defined TAT’s
Initiate process and work flow improvements
Ensure the entire HR operational activities are executed smoothly and the HR processes are reviewed and updated in line with the ABC/ABG/Industry norms
Evaluate the existing processes for scope of improvements in building process efficiencies, reducing TATs, improving accuracy and opportunities to save costs

KRA8 Manage Statutory compliance including the payroll function and the shared service support for the organization 1.Ensure that the payroll processing is done smoothly and timely on a routine basis for all 3 Business Units

Ensure all statutory compliance are 100% adhered without any deviations.
Manage and align the HR Ops and Payroll Vendors and Business Partners in line with the HR agenda.
Ensure Process Governance, Audit Compliance & Controls in all HR Operations and Payroll activities

KRA9 Team Management 1.Optimize employee talent and expertise.

Ensure adequate training, development opportunities and career planning is established for the team
Motivate the team and maintain employee satisfaction of team at optimal levels

Head - Compensation and Benefits & HR Operations

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