Edgeverve - Senior Manager - Total Rewards (12-20 yrs)

This Job is with Infosys Limited for Bangalore Location

Compensation Strategy Formulation- Lead the strategy and approach on all aspects of Compensation and Benefits across the Infosys Limited in line with the organizational business imperatives, both short term and long term. S/He will proactively scan the global environment for market and industry trends in this space.

- Policy Formulation and Design - Define the Compensation & Benefits philosophy, guide the policy formulation process and review the overall policy deployment regularly across all Generic Policies, Benefits Policies, Compliance Related Policies, Country Allowance Policies, Market Intelligence, etc. and get approvals from the senior management in order to ensure that the C&B policy design process is aligned to the defined framework and the policies are being deployed seamlessly and effectively

- Compensation Design and Deployment- Drive and guide the definition of framework for compensation plans and programs in line with the C&B philosophy for the Company and review the deployment of the C&B programs including Annual Compensation Review, Variable payout, Role Change, Long Term Bonus, etc. regularly in order to ensure that the Compensation plans and programs are aligned to the defined framework and all C&B programs are deployed seamlessly.

- C&B Operations Management- Define the broad framework for Compensation & Benefits systems and processes, design and ensure deployment of SOPs and employment contracts (Standard Operating Procedures) for all operation processes and review the deployment regularly in order to ensure that the C&B systems are in line with the overall defined framework and all operations processes are deployed seamlessly. Ensure streamlining and development of processes and systems across Recruitment Support, Employee Database Management, Overseas Transfers, C&B Payroll Advice and System Development to ensure the HR IT systems are relevant and enable successful deployment of various C&B initiatives

- Communication- Review the Communication & Benefits communication framework and give the final sign off on the C&B communication process in order to ensure that it is improved continuously and is aligned to the organization needs.

- Audits and Compliance- Guide the Compensation and Benefits practices in mapping all C&B policies / processes / programs to local employment laws and internal guidelines continuously and also support the internal audit process in order to ensure that all the C&B practices are in compliance with the employment laws and there is no breach of either the laws or the internal guidelines.

- Stakeholder Management- Partner with other HR Functional Heads, Business Heads and BEF Heads continuously in order to ensure that business requirements and concerns are taken into consideration and are duly addressed and at the same time brief on the progress and plans of the C&B team.

- Research, Market Benchmarking and Knowledge Management- Keep abreast of current (external) methodologies and practices in the C&B space and participate in leading conferences; network with external thought leaders (e.g. consultants, academics), peers in leading international organizations and across industries and present papers and POVs to build knowledge in the functional area; develop the Market Intelligence Framework and ensure the intelligence network is sustained in order to ensure that the desired competitor information is always available with the team. Drive creation, sharing and use of knowledge in the C&B team be aligned to business needs and corporate philosophy in order to leverage learning across the various C&B practices and the firm to achieve excellence.

- Organization Initiatives- Drive all C&B aspects related to organization level initiatives. Review various C&B ongoing initiatives and guide the team on taking up fresh initiatives in order to help the HR team and the C&B team to meet its goals effectively.

- People Management- Build and sustain a robust and capable team and ensure continuous development of capability. Look into the career development and succession planning for direct reportees and mentor key personnel in the C&B team in order to ensure sustainable employee engagement, retaining competencies and motivation within the team. Direct and sign off goal flow down and clarification for the team; review performance and provide regular feedback to direct and indirect reports on work done, improvements possible and discuss.