Manager - Compensation & Benefits

Sentiss Pharma Pvt. Ltd.; Gurugram District; On-site; INR 1,200,000 - 2,200,000; Full time

Job summary

Sentiss Pharma Pvt. Ltd. is seeking a senior HR Payroll & Compliance professional to own payroll governance, statutory compliance and employee lifecycle operations. The role coordinates with Finance, Legal and external advisors to ensure accurate salary disbursement, data integrity and incentive plan administration.

The candidate will oversee SAP SuccessFactors and drive process automation, privacy governance and HR analytics, while maintaining strict audit trails and governance across locations.

Qualifications

• Proven payroll governance and statutory compliance experience.
• Experience in employee lifecycle management and HR operations.
• Ability to translate data into actionable HR insights.

Responsibilities

• Own monthly payroll cycle, validation and processing with controls.
• Manage HR compliance calendars, audits and regulatory filings.
• Administer employee benefits, leaves and data accuracy.
• Lead data governance for HRMS and payroll interfaces with Finance.
• Support ESOP and other long-term incentive plan administration.
• Build HR dashboards and cost analytics for leadership.
• Coordinate with stakeholders including Finance, Legal and vendors.

Skills

Numerical analytics

Attention to detail

Confidential data handling

Stakeholder coordination

HR operations knowledge

Tools

SAP SuccessFactors

Job description

Summary / Key Responsibilities

Role Summary

Own and strengthen the organisation’s payroll, HR statutory compliance, employee lifecycle operations, HR systems and employee-data governance. The role will also manage compensation and benefits analytics, support compensation decisions through reliable data and calculations, and execute and track ESOP and other long-term incentive plans in close coordination with HR leadership, Finance, Legal, Secretarial, external advisors and payroll partners.

Key Result Areas

• Payroll governance, processing and controls
• HR statutory compliance, audits and risk closure
• Employee lifecycle and HR operations
• SAP SuccessFactors, employee master data and process automation
• Employee-data privacy, confidentiality and access governance
• Compensation and benefits analytics and administration
• ESOP and other long-term incentive plan implementation and tracking
• HR MIS, dashboards, workforce cost analytics and decision support
• Policy, SOP, vendor and stakeholder governance

1. Payroll Governance and Employee Benefits

• Own the complete monthly payroll cycle, including input collation, validation, processing, exception review, maker-checker controls, sign-offs and timely payroll closure.
• Validate new joiners, exits, attendance, leave, incentives, deductions, and other pay-impacting transactions.
• Review payroll registers, bank advice, accounting inputs, variance reports, payroll-to-GL reconciliation and employee-wise exceptions before release.
• Coordinate with Finance, payroll vendors and internal stakeholders for accurate salary disbursement, statutory remittances, tax inputs, provisions and payroll accounting.
• Administer employee benefits and insurance programmes, including enrolment, additions/deletions, renewals, claims coordination, vendor reconciliation and employee communication.
• Maintain payroll calendars, process notes, control checklists, evidence and audit trails; track errors, root causes and corrective actions.

2. HR Statutory Compliance and Audits

• Own the HR statutory compliance calendar and ensure timely registrations, renewals, displays, records, returns, remittances and supporting documentation across applicable establishments and locations.
• Coordinate compliance relating to wages, social security, bonus, gratuity, leave, working conditions, employment records and other applicable labour requirements, with specialist advice where required.
• Maintain location-wise compliance trackers, statutory registers, licences, notices, contractor/manpower documentation and evidence repositories.
• Lead HR compliance reviews and support internal, statutory, customer and regulatory audits; ensure timely closure of observations and sustainable corrective and preventive actions.
• Monitor changes in labour and employment regulations, assess operational impact and coordinate updates to policies, processes, systems and communications.

3. HR Operations and Employee Lifecycle

• Manage employee lifecycle transactions from joining through confirmation, transfer, promotion, role/location/reporting changes, leave, benefits changes, separation and full-and-final closure.
• Ensure complete, accurate and timely employee documentation, personal files, letters, approvals, workflows and records in line with defined authority and retention requirements.
• Drive consistent service standards, turnaround times, case tracking and resolution for employee HR operations queries.
• Maintain and periodically improve HR policies, SOPs, templates, checklists and process controls; ensure consistent implementation across locations.
• Manage HR operations vendors against scope, service levels, accuracy, confidentiality, controls and commercial terms.

4. SAP SuccessFactors, HR Data and Process Automation

• Act as process owner for relevant SAP SuccessFactors modules and employee master data, ensuring data quality, timely updates and alignment between HRMS, payroll and other downstream systems.
• Manage workflows, role-based access, user support, issue logs, data interfaces, testing, change requests and system/vendor coordination.
• Perform periodic data-quality checks, reconciliations and exception closure; maintain clear ownership and controls for critical employee data fields.
• Identify and implement opportunities for digitisation, workflow simplification, self-service, standardisation and reduction of manual interventions.

5. Employee-Data Privacy and Governance

• Apply need-to-know and role-based access principles to employee and compensation data; maintain access reviews, confidentiality controls and approval trails.
• Ensure secure collection, use, storage, sharing, retention and disposal of employee data in accordance with organisational policy and applicable requirements.
• Coordinate responses to employee-data requests, corrections, incidents and audits with Information Security, Legal and other relevant stakeholders.
• Ensure vendors handling employee data follow contractual confidentiality, security, retention and breach-notification requirements.

6. Compensation and Benefits Administration and Analytics

• Support salary benchmarking, compensation structures, annual increment and promotion cycles, salary corrections, offer-fitment analysis and ratio/range analysis, internal equity analysis, employee cost projections and decision-support packs.
• Manage approved compensation changes through documented inputs, validations, system updates, employee letters and payroll implementation.
• Analyse fixed pay, variable pay, benefits and workforce cost data to identify trends, exceptions, risks and opportunities; present concise insights to HR leadership.
• Maintain confidentiality and version control for compensation models, employee-level data, approvals and decision records.

7. ESOP and Other Long-Term Incentive Plans

• Implement approved ESOP and other long-term incentive plan actions, tracking and system/register updates.
• Maintain accurate participant-wise records for grants, vesting schedules, exercises, lapses, cancellations, leaver treatment, settlements and communication, queries and milestone calendars while preserving confidentiality and auditability.
• Prepare calculations and reconciliations for vesting, exercise, payroll/tax inputs, provisions and management reporting in coordination with Finance, Legal, Secretarial and external advisors.
• Provide periodic dashboards and exception reports on award status, upcoming events, dilution/data inputs and unresolved actions, based on approved plan rules and governance decisions.

8. HR Analytics, MIS and Decision Support

• Create and maintain reliable dashboards and recurring reports covering payroll, headcount, employee cost, benefits, compliance, employee lifecycle, data quality, service levels and long-term incentives.
• Translate data into concise insights, trends, variances and actionable recommendations for HR and business leadership.
• Dates, ownership and version control for HR reporting.
• Respond to ad hoc analytical requirements while ensuring accuracy, confidentiality and traceability of calculations.

9. Stakeholder and Governance Responsibilities

• Partner with HR leadership, Finance, Legal, Secretarial, Information Security, auditors, consultants, statutory authorities, vendors and location HR teams.
• Operate within approved policies, delegation of authority and governance forums; elevate material payroll, compliance, data, control or long-term incentive risks promptly.
• Maintain strong process documentation, trackers, evidence and audit readiness across all areas of responsibility.

• High accuracy, ownership and control orientation
• Strong numerical, analytical and problem-solving capability
• Sound judgement in handling confidential employee and compensation data
• Working knowledge of payroll, statutory compliance, HR operations and rewards processes
• Strong stakeholder, vendor and cross-functional coordination
• Ability to convert complex data into clear management insights
• Process-improvement and systems mindset with disciplined