Head of Total Rewards

Purpose:

The Head of Total Rewards will be responsible for designing and implementing the company’s total rewards strategy, ensuring that compensation and benefits structures align with business growth. This role will also oversee workforce planning, HR budgeting, and initiatives to foster a high-performance and strategically aligned workforce.

Qualifications:

• Bachelor’s or Master’s degree in Business Administration, Human Resources, or a related field.
• HR certification from a recognized body such as SHRM or CIPD (preferred).

Experience:

Minimum of 10-12 years of experience in HR minimum 5-6 years of experience in total rewards management.

Key Responsibilities:

1. Compensation & Benefits:

• Competitive Structures: Design and manage competitive compensation and benefits structures to attract and retain top talent.
• Incentives: Implement flexi rewards, incentive, and commission structures based on individual and company performance.
• Internal & External Equity: Create compensation structures and compa ratios that ensure internal and external equity through regular market surveys.
• Vendor Management: Oversee relationships with external benefits and rewards service vendors to ensure high-quality delivery.
• Equity Compensation: Manage stock options, equity compensation plans, and grants in alignment with company policies.
• Global/Regional Structures: Develop global and regional compensation structures tailored to diverse talent pools and market conditions.
• Career Progression Alignment: Link compensation and reward structures with career development and progression paths within the company.
• Communication & Transparency: Develop communication strategies to ensure employees understand their total rewards package and its linkage to performance and progression.

4. Workforce Planning & HR Budgeting:

• Workforce Planning: Conduct job analyses and develop organization structures aligned with business objectives. Link position grading with compensation structures.
• HR Budgeting: Work closely with HR business partners to develop and monitor HR budgets and workforce plans.
• Dynamic Response: Regularly assess workforce plans and propose solutions based on evolving business needs and dynamics.

5. HR Policies Management:

• Custodian of Policies: Serve as the custodian of HR and total rewards policies, ensuring they remain competitive and relevant.
• Policy Communication: Ensure clear communication of policies across the organization, offering interpretation where needed.

6. Candidate Offer Management:

• Offer Process Oversight: Manage and oversee the candidate offer process to ensure that all offers are competitive, in line with market trends, and comply with company policies.

8. Data & Analytics:

• Dashboards & Analytics: Provide data-driven solutions and dashboards that offer insights into workforce trends, compensation effectiveness, and talent development progress.
• Market Benchmarking: Conduct regular market surveys and internal assessments to ensure that compensation and benefits remain competitive and aligned with business objectives.

Why Devsinc:

Innovative Solutions: At the forefront of technological innovation since 2009, delivering high-quality custom services to help businesses build, grow, and revolutionize their operations.

Global Reach: Supporting a diverse client base in over 23 countries with more than 3,000 projects delivered, ensuring a wide range of experiences and learning opportunities.

Passionate Team: Comprising over 2,000 experienced engineers dedicated to delivering the best solutions for our clients.

Customer-Centric Approach: Prioritizing clients’ needs, fostering a culture of transparency, adaptability, and tenacity to meet and exceed customer expectations.

Career Growth: Believing in continuous learning and professional development, providing employees with opportunities to grow their skills and advance their careers.