Description1. Compensation Strategy & Pay Structure Development
- Independently design, implement, and revise the company’s compensation framework.
- Define and administer salary structures, pay ranges, and pay points based on role criticality, job families, and market benchmarks.
- Establish and calculate pay percentiles (25th, 50th, 75th), define range spreads, and design overlap percentages across grades.
- Lead creation of broadbanding strategies and horizontally distributed job structures that support career progression and internal equity.
2. Job Evaluation and Grading
- Conduct internal job evaluations using Hays-certified methodology or equivalent logic-based frameworks.
- Build and continuously update job families, grades, and brand-distinguished structures tailored to manufacturing, engineering, and corporate domains.
- Define range percentages (e.g., 80%-120%) and calibrate overlap between grades.
- Create tools and templates to calculate grade overlaps using defined formulae and benchmarking logic.
3. Benchmarking & Market Intelligence
- Conduct salary benchmarking exercises using internal data and market intelligence.
- Design comparatives with peer companies (solar, manufacturing, renewable industries) to guide C&B decisions.
- Define company position in market using pay ratios and analyze internal vs. external competitiveness.
4. Total Rewards Design
- Design and implement all four components of Total Rewards:
- Compensation
- Benefits
- Recognition
- Performance Management & Career Development
- Drive integration of rewards with performance, engagement, and retention strategies.
5. Rewards & Recognition
- Create scalable and meaningful R&R programs aligned with company culture and business goals.
- Benchmark, track ROI, and refine recognition frameworks using internal metrics.
