Job Purpose: Manage design & delivery of international compensation strategy, expatriate remuneration and global mobility basis market insights in order to attract, motivate and retain the best talent while ensuring alignment of rewards to business requirements and people strategy.

Role & Responsibilities:

I. Design and Implementation of Total Rewards Philosophy in overseas geographies with a view to ensure that the best talent is attracted and rewarded.

• Design Total Rewards philosophy for overseas geographies in consultation with Key Stakeholders - Business & HR Leaders.

• Benchmark with market practices to design and Implement benefit framework drawing linkage to Overall Business & HR Strategy, Talent, Performance & Engagement agenda of the specific geography.

• Create awareness among HR colleagues and employees around Rewards by leveraging various channels of communication.

• Review country specific pay ranges and design compensation philosophy suiting to the business and talent needs for each country.

• Design & review compensation structures in alignment with global market trends while ensuring legal, tax & social security related local country compliances.

• Implement global Variable Pay plan that is linked to Company, Function/Business and Individual Scorecards.

• Managing Annual Increase, Promotion Increase & Performance Bonus Roll-out within 'allocated' budgets.

II. Design & Implementation of Annual Business Plan for P&R team in consultation with Key Stakeholders - Business & HR Leaders.

• Prepare annual business plan (ABP) for P&R COE team by identifying key FY deliverables of P&R COE team and collating inputs from Company scorecard, GCPO scorecard, HRLT feedback & MC members feedback.

• Prepare FY implementation plan comprising key P&R deliverables as defined in Rewards Annual business plan.

III. Facilitate mobility of talent in various Geographies basis business need.

• Prepare compensation proposal for secondments drawing reference to local market data and in line with Long term international assignment policy.

• Manage end to end talent mobility to/from overseas geographies (co-ordinating with all relevant stakeholders) within agreed timelines.

• Provide immigration & relocation related support to seconded employees with the help of external service providers.

IV. Rollout of Annual Compensation review and performance bonus pay-out for all the employees in overseas locations.

• Prepare proposal for annual compensation review linked to Regional market trends, Company performance and approved budgets by collaborating with external rewards consultants for market data.

• Prepare proposal for V-Pay/Performance Bonus Pay-out in line with Company, Business & Individual Scorecards by collaborating with Business & HR leaders.

• Rollout of Annual Increase and Performance Bonus for all overseas based employees within agreed timelines.

• Staying updated with changing International Labour law Compliances, International Taxation, social security, immigration laws, International securities laws/regulations and compliances in Countries in which the organization has Employee presence.