Tn Head compensation and benefits & hr operations Jobs – 19 Open Jobs Today

Head - Compensation and Benefits & HR Operations
Aditya Birla Group —Tamil Nadu
2d
Global Head_People Operations and Rewards
Saaki Argus & Averil Consulting —Chennai, Tamil Nadu
- Human resources
- Communication skills
Quick apply
HR Head
PSM Fasteners India —Kancheepuram District, Tamil Nadu
- ₹1,00,000 - ₹2,00,000 a month
- Full-time
- Master's degree
- Human resources
- In-person
- Health insurance
- Paid time off
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10d
Head of People & Culture (10 - 15 yrs)
Prognova Partners Pvt Ltd —Coimbatore, Tamil Nadu
- ₹7,00,000 - ₹18,00,000 a year
- Email
- Master's degree
- Bachelor's degree
- Human resources
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7d
Head HR
Saaki Argus & Averil Consulting —Chennai, Tamil Nadu
- Full-time
- MSW
- Master's degree
- Human resources
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HR Head
Ation Thynkk Internet Private Limited —Peelamedu, Coimbatore, Tamil Nadu
- ₹23,453.87 - ₹90,471.22 a month
- Full-time
- Master's degree
- Bachelor's degree
- Human resources
Quick apply
HR Operations
Adissia Developers Pvt Ltd —Coimbatore, Tamil Nadu
- Full-time
- Master's degree
- Bachelor's degree
- Business Administration
- Health insurance
Quick apply
Manager - Human Resources - MRO
DHL —Chennai, Tamil Nadu
- Email
- Master's degree
- Analysis skills
- Bachelor's degree
- Health insurance
- Paid time off
13d
HR Manager
Meghalai Steels Pvt Ltd —Coimbatore, Tamil Nadu
- ₹55,000 - ₹75,000 a month
- Full-time
- Human resources
- In-person
- Manufacturing
- Paid time off
- Food provided
Quick apply
9d
Senior HR Manager
CR GROUPS OF COMPANY —Salem, Tamil Nadu
- ₹35,000 - ₹45,000 a month
- Full-time
- Microsoft Word
- MSW
- Microsoft Excel
Quick apply
Senior HR Manager
Integrated Assessment Services Pvt Ltd —Chennai, Tamil Nadu
- ₹5,00,000 - ₹6,00,000 a year
- Full-time
- MSW
- Master's degree
- Human resources
Quick apply
HR Manager
Itech India —Chennai, Tamil Nadu
- Full-time
- Microsoft Excel
- Management
- Microsoft Office
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HR Manager
Orthomed Hospitals —Royapettah, Chennai, Tamil Nadu
- ₹25,000 - ₹40,000 a month
- Full-time
- Human resources
- Recruiting
- In-person
Quick apply
1d
Assistant HR Business Partner
Red taxi —Coimbatore, Tamil Nadu
- ₹35,000 - ₹40,000 a month
- Full-time
- Microsoft Excel
- Analysis skills
- Human resources
- Health insurance
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10d
Assistant Manager Human Resource
Healthwatch Telediagnostics —Chennai, Tamil Nadu
- ₹35,000 - ₹50,000 a month
- Full-time
- Microsoft Office
- Master's degree
- Human resources
- Health insurance
- Paid time off
Quick apply
Human Resource Executive
Mind Spark Technologies —Coimbatore, Tamil Nadu
- ₹20,000 - ₹35,000 a month
- Full-time
- Human resources
- Recruiting
- In-person
- Paid sick time
Quick apply
8d
HR Manager
Seller Rocket —Thanjavur, Tamil Nadu
- ₹15,500.29 - ₹25,414.20 a month
- Full-time
- MSW
- Microsoft Excel
- Master's degree
- Cell phone reimbursement
- Flexible schedule
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Assistant Human Resources Manager
Munyongo —Chennai, Tamil Nadu
- Online application
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- Human resources
- Business Administration
Senior HR Executive - Hospital
Sree Saran Medical Center Pvt Ltd —Tiruppur, Tamil Nadu
- Full-time
- In-person
- Paid time off
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Head - Compensation and Benefits & HR Operations

Aditya Birla Group -
Tamil Nadu

Apply Now

Job details

2 days ago

Qualifications

Performance management
Employee evaluation

Full job description

Designation: Associate Vice President

Location: India Tamil Nadu Greams Road,Chennai

Organization: Financial Services

Job Description:

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.
2.Perform budgeting analysis to determine salary increases and costs impacts on payroll.
3.Create robust compensation structures aligned to prevalent Tax norms
4.Creation of an effective compensation strategy to ring fence key talents for the organization (LTIP/Deferred Compensation/ESOPS)
5.Carry out the increment process in line with the guidelines keeping in mind market benchmarks
6.Manage salary budgets and roll-out the increment exercise
7.Create an effective resolution framework/matrix & ensure timely resolution for all employee queries related to compensation
8.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
2.Collaborate for performance ratings analysis and ensure distribution curve.
3.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
2.Drive and facilitate effective job description documentation exercise across Functions
3.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
4.Ensure timely submission of complete documentation and data points for the various Job Evaluation Committees (BJEC, CJEC and APEX) where applicable
5.Ensure inputs from JE exercise are effectively used during annual and mid-year appraisals and promotion / up-gradation activities.
6.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.
2.Conduct and collaborate on periodic information audits
3.Ensure efficient data management on Poornata System pertaining to employee records
4.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
2.Perform need gap analysis and initiate new benefit plans as well as ensure smoother operations of current schemes.
3.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.
2.Manage life cycle of employee on HR administration aspects as per defined TAT’s
3.Initiate process and work flow improvements
4.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
5.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
2.Ensure all statutory compliance are 100% adhered without any deviations.
3.Manage and align the HR Ops and Payroll Vendors and Business Partners in line with the HR agenda.
4.Ensure Process Governance, Audit Compliance & Controls in all HR Operations and Payroll activities

KRA9

Team Management

1.Optimize employee talent and expertise.
2.Ensure adequate training, development opportunities and career planning is established for the team
3.Motivate the team and maintain employee satisfaction of team at optimal levels

Apply Now

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