compensation & benefits expert in Pune

posted:
location
Pune, Maharashtra
job type
Permanent
reference number
927554
apply now

job description

?Role purpose
This section describes the overall purpose of the role, why it exists and how it adds value to the business. It is a summary list of up to six statements for key result areas where the role holder will have decision making responsibility.

� To deliver at an excellent service standard the operational processes across the remit of Global Compensation and Benefits Delivery Services mainly encompassing the annual incentive grants and the compensation cycles for WL 1 to 10
� To support the continuous improvement of the service offering by ensuring that new tools and services become fully embedded and being a champion for the change

Accountabilities
This is a summary list of 6-8 statements for key result areas. These accountabilities should normally be ongoing, and unlikely to change significantly from year to year. The focus should be on results rather than activities. When completing the role accountabilities you should: Use action verbs (e.g. ensure, provide, execute, manage, design, translate); Provide a broad indication of the performance levels required (e.g. effectively, accurately, in line with defined standards); Ensure the accountabilities relate clearly to this role; Give an indication on freedom to act (e.g. independently, under supervision) and interdependencies with other roles.

� Delivery of operational C&B services across the whole service catalogue dealt with by the Global C&B Service delivery team. Responsibilities are split between the team and may include but are not limited to:
o Annual compensation review processes, including acting as a service desk for the compensation review for the Senior Management Group and International Assignee/Transferee populations. Additional support as required to country teams for the remaining employee populations.
o Co-ordination with the global C&B Center of Expertise (COE) and regional/country leads on the various C&B programmes including the annual incentive grants & comp cycles. This includes liaison with 3rd party providers as required
o Training and support for annual intake of interns who will support with peak cycle activities
� Ensuring a high degree of quality and accuracy in deliverables from within the team and from external providers.
� Providing direct support to employees and line managers for C&B processes as required, acting as a point of escalation for service issues
� Involvement in C&B projects as required


Benefits
?
� Delivery of operational C&B services across the whole service catalogue dealt with by the Global C&B Service delivery team. Responsibilities are split between the team and may include but are not limited to:
o Annual compensation review processes, including acting as a service desk for the compensation review for the Senior Management Group and International Assignee/Transferee populations. Additional support as required to country teams for the remaining employee populations.
o Co-ordination with the global C&B Center of Expertise (COE) and regional/country leads on the various C&B programmes including the annual incentive grants & comp cycles. This includes liaison with 3rd party providers as required
o Training and support for annual intake of interns who will support with peak cycle activities
� Ensuring a high degree of quality and accuracy in deliverables from within the team and from external providers.
� Providing direct support to employees and line managers for C&B processes as required, acting as a point of escalation for service issues
� Involvement in C&B projects as required

Client Introduction
?Client of Randstad India - Pune location

C&B SPECIALIST ROLE
share your resumes on sayali.s@randstad.in

skills

?c&b, Compensation & Benefits

qualification

?Knowledge, experience & capabilities
This section is intended to capture the critical capabilities which the role-holder needs to perform the role effectively from the outset. These are both technical and non-technical in nature. You should focus on the role needs rather than capabilities of the present role incumbent.
Critical knowledge
This concerns the 'know-how' to perform the role, which may have been gained through academic study (degree, education, and certificates), business qualifications, or on-the-job experience. Specify the type of knowledge required (e.g. of specific functional knowledge, particular systems or processes and to what level), not the know-how of the incumbent.

� Educated to degree level, its equivalent or above preferably within an HR discipline
� Training or education in the C&B area is also an advantage.
� Advanced user of MS Office, particularly Excel/PowerPoint
� Proficiency in using SAP is also an advantage though not an essential requirements
apply now