Compensation & Benefits Manager

Key Responsibilities 1. Compensation Strategy & Management Develop and implement compensation strategies aligned with business objectives, market competitiveness, and organizational reward philosophy. Review and maintain salary structures, salary ranges, pay grades, and compensation policies. Conduct regular compensation benchmarking and market analysis to ensure external competitiveness. Monitor internal pay equity and recommend appropriate salary adjustments. Provide compensation advice and recommendations to management for key talent, promotions, transfers, and organizational changes. Develop annual salary review and merit increase guidelines and processes. 2. Job Evaluation & Job Structure Lead the Job Evaluation process to ensure consistency and internal equity across functions and business units. Develop and maintain job grades, job families, career levels, and organizational job architecture. Review job descriptions and assess job value based on responsibilities, complexity, scope, and business impact. Ensure appropriate alignment between job roles, job grades, salary structures, and career progression. Provide recommendations for new or revised positions based on organizational requirements. 3. Incentive & Performance Management Design and manage short-term and long-term incentive programs aligned with business and individual performance. Develop incentive schemes for different employee groups, including sales, branch operations, support functions, and management levels . Review incentive plans to ensure they effectively drive desired business behaviors and performance. Analyze incentive effectiveness, payout trends, ROI, and overall reward costs. Partner with HR and business leaders to establish appropriate KPI and incentive structures. 4. Benefits Management Develop and manage the organization's employee benefits strategy and programs. Review benefits competitiveness through market benchmarking and employee feedback. Manage benefits such as healthcare, insurance, allowances, welfare programs, retirement benefits, and other employee programs. Evaluate benefits utilization, cost, and effectiveness and recommend improvement opportunities. Work with external vendors, brokers, and service providers to ensure quality and cost efficiency. 5. HR Analytics & Workforce Cost Management Develop compensation and benefits dashboards and management reports. Analyze workforce costs, salary distribution, incentive payouts, and benefits expenses. Provide data-driven insights to support workforce planning and management decision-making. Monitor key C&B metrics and identify trends, risks, and opportunities. Develop simulations and financial impact analyses for compensation and benefits proposals. 6. Annual Compensation & Benefits Cycle Lead the annual compensation planning process, including: Salary review Merit increase Promotion adjustment Bonus Incentive payout Benefits review Prepare budget simulations and financial impact analysis. Coordinate with Finance and business leaders to ensure compensation budgets are aligned with business plans. Ensure accurate and timely implementation of annual C&B processes. 7. Policy, Governance & Compliance Develop, review, and maintain compensation and benefits policies, procedures, and guidelines. Ensure C&B practices comply with applicable labor laws, regulations, and company policies. Establish appropriate governance and approval processes for compensation decisions. Maintain confidentiality and integrity of employee compensation data. 8. Stakeholder & Business Partnership Act as a trusted C&B advisor to senior management and HR Business Partners. Partner with Finance, Payroll, HRIS, Talent Management, and business leaders on compensation-related initiatives. Communicate compensation policies and programs clearly to relevant stakeholders. Support organizational restructuring, new business initiatives, and workforce transformation from a C&B perspective. 9. Team Leadership Lead, coach, and develop the Compensation & Benefits team. Establish team objectives, KPIs, and development plans. Improve C&B processes through technology, automation, and continuous improvement. Build a strong C&B capability and promote data-driven decision-making within the HR function. Qualifications Bachelor’s or Master’s degree in Human Resources, Business Administration, Finance, Economics, or a related field . 7–10+ years of experience in Compensation & Benefits, with at least 3–5 years in a managerial or leadership role . Strong experience in: Compensation Management Salary Structure & Salary Benchmarking Job Evaluation Job Architecture Incentive & Reward Design Benefits Management HR Analytics Experience in large organizations, Retail, FMCG, Manufacturing, Distribution, or multi-site/branch operations would be an advantage. Strong analytical and numerical skills with the ability to interpret complex compensation data. Strong knowledge of compensation principles, market practices, and relevant labor regulations. Experience with HRIS, payroll, and compensation analytics systems. Advanced Microsoft Excel skills; experience with Power BI or other data visualization tools is an advantage.