Total Rewards Analyst

Propelis; India; Remote; INR 900,000 - 1,500,000; Full time

Job summary

Propelis is seeking a Total Rewards Analyst to provide analytical and operational support for global compensation, benefits, wellbeing, and recognition programs. You will translate workforce and market data into practical insights, support cycles, renewals, and maintain strong data governance to keep programs compliant.

You will partner with HR Business Partners, Finance, Payroll, Legal, and HRIS to ensure consistent program application, build recurring and ad hoc reports and dashboards, and

Qualifications

• Bachelor's degree in HR or equivalent with relevant experience.
• At least 3 years in compensation, benefits or Total Rewards.
• CCP/GRP progress is an advantage.

Responsibilities

• Conduct compensation market pricing, benchmarking and job evaluation to support salary structures.
• Support annual compensation processes including merit, budgeting and reporting.
• Prepare compensation analyses for promotions, transfers and pay actions.
• Analyse benefit plan design, participation and renewals, and advise on cost effectiveness.
• Maintain and validate Total Rewards data across HRIS and vendor systems.
• Build recurring and ad hoc reports and dashboards for leadership.
• Coordinate vendor data requests, surveys, plan documents and calendars.
• Collaborate with HR, Finance and Legal to ensure consistent program application.

Skills

Analytical thinking

Data interpretation

Communication skills

Attention to detail

Problem solving

Confidentiality

Independent contributor

Collaboration

Education

Bachelor's degree in Human Resources

3+ years of experience in compensation/benefits/Total Rewards

Tools

Excel

HRIS

Modelling

Job description

The Total Rewards Analyst provides analytical and operational support for global and regional compensation, benefits, wellbeing, and recognition programs. The role translates workforce and market data into accurate, practical insights; supports recurring reward cycles and benefit renewals; maintains strong data governance; and helps ensure programs are compliant.

2. Role Scope:

Geographic Scope

Global Compensation Support

Population / Units Supported

Employee population and programs within assigned Total Rewards scope

3. Key Accountabilities:

• Conduct compensation market pricing, survey matching, benchmarking, and job evaluation to support salary structures, pay ranges, hiring decisions, and internal equity.
• Support annual compensation processes, including merit, salary review, incentive planning, budgeting, eligibility validation, modelling, data audits, manager tools, and reporting.
• Prepare compensation analysis and recommendations for promotions, transfers, reorganizations, and other employee pay actions within established guidelines.
• Analyse benefit plan design, participation, utilisation, cost, and market competitiveness; support renewals, implementation activity.
• Maintain and validate Total Rewards data across HRIS, compensation, benefits, and vendor systems; investigate discrepancies and coordinate corrections.
• Build recurring and ad hoc reports, dashboards
• Coordinate vendor invoices, data requests, plan documentation, survey submissions, and program calendars.
• Partner with HR Business Partners, Talent Acquisition, Finance, Payroll, Legal, and local HR teams to support consistent application of programs.
• Support employee and manager communications, FAQs, presentations, and guidance materials using clear and accurate language.
• Monitor applicable regulatory and internal policy requirements, maintain documentation and audit trails, and elevate potential compliance, equity, privacy, or financial risks.
• Identify opportunities to simplify, automate, standardise, and improve Total Rewards processes, controls, templates, and employee experience.
• Apply appropriate confidentiality and data-protection practices when accessing, analysing, storing, and sharing sensitive employee and compensation information.

4. Key Relationships:

Internal

Total Rewards and People leadership

HR Business Partners and local HR teams

HRSD Team, Talent Acquisition and People Operations

Finance, Payroll, Legal, Compliance, and HRIS

External

Compensation survey providers and consultants

Benefits brokers, carriers, and administrators

5. Qualifications & Experience:

Education

Bachelor's degree in Human Resources, OR an equivalent relevant experience

3+ years of experience in compensation, benefits, or a related Total Rewards discipline

Preferred Experience:

Licenses / Certifications:

Progress toward a relevant professional certification such as CCP, GRP is an advantage

Technical Skills

Advanced Microsoft Excel, including data validation, and modelling

Working knowledge of reward-related compliance and data privacy requirements

Core Competencies:

Analytical thinking and sound judgement

Clear written and verbal communication

Planning, prioritisation, and reliable execution

Problem solving and continuous improvement

Discretion and confidentiality

Ability to work independently and collaboratively in a changing environment

Demonstrates ownership and constructive challenge; influences through facts and recommendations; no formal people-management responsibility

7. Decision-Making Authority:

Works independently on recurring analyses, reporting, data validation, survey submissions, and process administration within approved frameworks. Recommends actions based on market benchmarks & employee feedback. Escalates policy exceptions, compliance risks, significant cost impacts, and program-design decisions to Total Rewards leadership.

8. Key Performance Indicators:

• Accuracy, completeness, and timeliness of Total Rewards analysis, reporting, and cycle deliverables.
• Quality, clarity, and practical value of insights and recommendations.
• Data integrity and effective resolution of discrepancies across systems and vendor files.
• On-time completion of implementation milestones.
• Compliance with program governance, documentation, privacy, and control requirements.
• Responsiveness to HR teams, Legal, Finance, and vendors.
• Demonstrate process improvement, standardisation, and automation.

9. Work Conditions:

Travel Required

Minimal to occasional

Work Arrangement

Remote

Other Requirements

May require additional availability during annual compensation cycles, enrolment periods, renewals, or critical implementations