Total Rewards & Performance Lead

Job Purpose: 

Total Rewards & Performance Lead will be responsible for designing, developing, implementing, and managing the organization's compensation, benefits, and performance management frameworks. This role will ensure competitive and equitable compensation structures, robust performance measurement systems, and comprehensive benefit policies that attract, retain, and motivate top talent. The incumbent will play a critical role in establishing a data-driven approach to HR, ensuring alignment between compensation, performance, and organizational goals.

Key Responsibilities:

Job Analysis & Evaluation:

• Develop, refine, and implement a systematic process for creating and updating comprehensive job profiles/descriptions for all positions within the organization.
• Conduct thorough job analysis to understand the duties, responsibilities, and qualifications required for each role.
• Design, implement, and maintain a robust job grading/position grading system to classify positions based on their complexity, scope, and impact.

Compensation Design & Management:

• Establish and maintain a clear link between salary ranges and job grades, ensuring internal equity and external competitiveness.
• Conduct market benchmarking and salary surveys to ensure the organization's compensation structure remains competitive within relevant industries and markets.
• Analyze internal and external equity after job grading and propose adjustments to ensure fairness and competitiveness.
• Develop and implement benefit policies (e.g., fuel, medical, housing/rent, communication allowances, leave entitlements, etc.) and link these benefits to job grades.

Performance Management System (PMS):

• Design, implement, and manage a comprehensive Performance Management System (PMS) that aligns with organizational objectives and fosters a culture of high performance.
• Lead the finalization of Key Performance Indicators (KPIs) for various jobs, ensuring they are SMARTER and aligned with departmental and organizational goals.
• Develop and implement processes for the validation and regular review of KPIs to ensure their effectiveness and relevance.

Variable Pay & Incentives:

• If applicable, design and implement variable salary/incentive programs based on the achievement of defined KPIs.
• Develop clear processes for the calculation, communication, and disbursement of variable pay.

HR Policies & Compliance:

• Develop, update, and communicate all compensation, benefits, and performance-related policies and procedures.
• Ensure compliance with all relevant labor laws and regulations related to compensation and benefits.

Data Analysis & Reporting:

• Analyze HR data related to compensation, benefits, and performance to identify trends, provide insights, and support strategic decision-making.
• Prepare regular reports for management on compensation structures, benefits utilization, and performance outcomes

Training & Development

• Conduct Training Need Analysis (TNA) across departments and job functions to identify skill gaps and development areas.
• Develop and manage a comprehensive Training Schedule based on identified needs, organizational objectives, and individual development plans.
• Coordinate with internal and external trainers to deliver effective training programs.
• Evaluate the effectiveness of training programs and recommend improvements

Requirements:

• Masters degree in Human Resources or a related field. professional HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) is a plus.
• 12 years of progressive experience in Human Resources, with a strong focus on compensation, benefits, and performance management.
• Proven experience in designing and implementing job grading methodologies, salary structures, and benefit programs.
• In-depth knowledge of various performance management systems and KPI finalization processes.
• Strong analytical skills with the ability to interpret data, identify trends, and make data-driven recommendations.
• Excellent communication, interpersonal, and presentation skills.
• Proficiency in HRIS (Human Resources Information Systems) and advanced Excel skills.
• Knowledge of local labor laws and regulations in Pakistan related to compensation and benefits.
• Strong knowledge of compensation theories, incentive systems, job evaluation methods (e.g., Point Factor, Market Pricing).