Jubilant FoodWorks Ltd.
Website:
jubilantfoodworks.com
Job details:
We are looking for a Total Rewards professional to drive the design, implementation and governance of compensation and long-term incentive programs. The role will partner closely with HR Business Partners, business leaders, Finance and other stakeholders to ensure that our rewards programs are competitive, equitable, performance-oriented and aligned with business strategy.
The role will have significant exposure to compensation strategy, market benchmarking, annual compensation cycles, variable pay, LTI/ESOP programs, rewards analytics and compensation governance.
Key Responsibilities
1. Compensation Strategy & Design
- Support the design and implementation of compensation programs covering fixed pay, variable pay, incentives and other reward elements.
- Develop and review compensation structures aligned with the organization's pay philosophy, business strategy and talent priorities.
- Conduct periodic reviews of salary structures, pay ranges, grades and compensation practices.
- Partner with HRBPs and business leaders to provide compensation recommendations for promotions, critical talent, retention and new hires.
- Ensure internal equity and consistency in compensation decisions across businesses and employee groups.
2. Market Benchmarking & Compensation Intelligence
- Lead/coordinate market benchmarking and salary surveys using external compensation surveys and market data.
- Analyze market positioning and provide insights on pay competitiveness, salary structures and emerging rewards trends.
- Translate market data into actionable recommendations for compensation strategy and annual pay decisions.
- Track compensation trends across relevant industries, talent segments and geographies.
3. Annual Compensation & Incentive Processes
- Drive end-to-end execution of annual increment and bonus cycles, including planning, budgeting, governance and communication.
- Support design and review of short-term incentive / variable pay plans.
- Conduct cost modelling and scenario analysis for compensation proposals.
- Partner with Finance to ensure compensation programs remain within approved budgets.
- Develop guidelines, governance frameworks and communication materials for compensation cycles.
4. Long-Term Incentive Plans – LTI / ESOP
- Support the design, implementation and administration of Long-Term Incentive Plans (LTIP/ESOP/RSU).
- Evaluate LTI structures in the context of retention, performance, shareholder alignment and long-term business objectives.
- Support annual LTI grant cycles, including eligibility, quantum, approvals, communication and administration.
- Work with Finance, Legal, Company Secretarial and other stakeholders on LTI governance and compliance.
- Track vesting, grants, utilisation and LTI-related analytics and provide periodic management reporting.
5. Rewards Analytics & Dashboards
- Develop and maintain compensation dashboards and key rewards metrics.
- Analyze compensation data to identify trends around:
- Pay positioning
- Internal equity
- Pay progression
- Attrition and compensation
- Promotion and increment outcomes
- LTI participation and retention
- Build data-driven insights to support senior management decision-making.
- Leverage HR analytics / BI tools to improve visibility and effectiveness of rewards programs.
6. Compensation Budget & Cost Management
- Support annual manpower and compensation budgeting.
- Develop compensation cost projections and scenario models.
- Monitor actual compensation spend against budget and highlight key variances.
- Identify opportunities to optimize compensation spend while maintaining competitiveness and talent outcomes.
7. Stakeholder Management
- Partner closely with HRBPs, business leaders, Finance, Legal and HR leadership on rewards-related matters.
- Provide expert guidance on compensation-related queries, exceptions and employee cases.
- Present compensation insights and recommendations to senior stakeholders.
- Build strong relationships with external compensation consultants and survey providers.
8. Governance, Compliance & Process Excellence
- Ensure compensation and incentive programs are aligned with applicable regulatory, statutory and governance requirements.
- Establish and maintain appropriate SOPs, approval frameworks and documentation.
- Continuously identify opportunities to simplify, digitize and automate rewards processes.
- Ensure high levels of data accuracy, confidentiality and process governance.
Preferred Candidate Profile
- 6–8 years of experience in Compensation & Benefits / Total Rewards / Rewards.
- Strong experience in compensation benchmarking, annual compensation cycles and incentive design.
- Experience in LTI / ESOP / RSU / retention programs will be strongly preferred.
- Strong understanding of compensation structures, pay philosophy and market practices.
- Good analytical and financial modelling skills with the ability to interpret large datasets.
- Experience working with compensation surveys such as Mercer, Aon, WTW or similar.
- Strong proficiency in Excel and PowerPoint; experience with Power BI / HR analytics tools would be an advantage.
- Strong stakeholder management skills with the ability to work with senior business and HR leaders.
- Ability to translate complex compensation concepts into simple, business-oriented recommendations.
- Strong attention to detail, governance orientation and ability to manage multiple compensation cycles simultaneously.
- MBA/PGDM in HR / equivalent qualification from a reputed institution preferred
Click on Apply to know more.
