WHAT WILL YOU DO

Compensation Strategy & Design

• Shape Boldr's global compensation strategy alongside the Senior Manager, weighing in on how it should evolve as the business changes, and help maintain continuity of in-flight strategic initiatives when the Senior Manager is unavailable.
• Own job leveling frameworks and salary structures day to day, and lead market benchmarking (e.g., Mercer, Radford), including scoping methodology and validating results.
• Turn compensation data into inputs for financial planning, pay equity audits, and total rewards forecasting, and flag where the numbers suggest a change in approach.

Job Architecture & Leveling

• Drive clarity and consistency in job architecture, levelling frameworks, and compensation bands globally, and build the levelling guides, career ladders, and job description standards that keep it consistent across regions and business units.
• Partner with internal stakeholders on new and evolving roles to make sure they're scoped and levelled consistently with existing architecture.

Operational Excellence & Program Management

• Conduct job evaluations, analysis, salary benchmarking and job scoping for the business.
• Co-lead the annual compensation review cycle and related meetings, and lead compensation projects end to end (timelines, stakeholder coordination, status reporting) across People Operations, People Business Partners, Finance, and external comp tool vendors; strong project management skills are essential to this role.
• Design and maintain the dashboards, data models, reports and analytics the Total Rewards team relies on, and set the standards for data integrity across HRIS and compensation systems (e.g., PayScale, Payfactors).
• Champion process improvement, including piloting and rolling out AI-enabled workflows to improve speed and consistency, and serve as a key technical advisor to People Business Partners and Talent Acquisition on complex or high-stakes pay decisions and global offer strategies.

Governance & Compliance

• Track local regulatory requirements (e.g., pay equity, wage transparency, labour laws) across regions and flag risk areas before they become problems.
• Design and run internal audits and reviews, tightening compensation policies and documentation standards where gaps turn up, and build out related communications and training materials for People Leaders.

Collaboration & Influence

• Serve as the primary backup point of contact for compensation matters when the Senior Manager is out or unavailable, and serve as a trusted advisor on complex, high-impact pay decisions.
• Prepare compensation findings, trends, and recommendations to People leadership and business stakeholders.
• Mentor other Total Rewards team members on compensation methodology and best practices.

Requirements

WHAT WE’LL LIKE ABOUT YOU

YOU ARE…

• Curious and authentic, just like us! #beboldr

• A strong technical and analytical thinker who can also step back and advise at a strategic level
• Team-oriented with a customer-service approach and a willingness to mentor others

YOU HAVE…

• A Bachelor's degree in Human Resources, Business, Finance, or a related field.
• 5+ years of experience in compensation analysis or total rewards, including experience in a global or multi-country environment.
• Deep, hands-on expertise in job evaluation, market benchmarking, job description creation, compensation analysis, and building salary bands.
• Demonstrated project management skills, with experience leading compensation projects from scoping through delivery.
• Experience managing compensation systems (e.g., PayScale, Payfactors) and survey platforms (e.g., Mercer, Radford).
• Deep understanding of global compensation frameworks, pay equity, and compliance standards.
• Strong stakeholder management and influencing skills, with the confidence to advise leaders on complex pay decisions.
• Experience or strong interest in applying AI tools to compensation workflows to improve speed and consistency.
• Solid working proficiency with HRIS (Human Resources Information Systems) software and CRM systems.
• Prior compensation experience in a BPO or staffing environment is a plus.
• Professional certifications such as CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional) are strongly preferred.

Originally posted on Himalayas