Head of Total Rewards and Talent Development

Purpose:

The Head of Total Rewards & Talent Strategy will lead the design and implementation of the company’s total rewards strategy, aligning compensation and benefits structures with the company’s growth and talent needs. This role also oversees workforce planning, HR budgeting, and leadership development initiatives to ensure a high-performance, motivated, and strategically aligned workforce.

The position will have a key focus on linking compensation to career progression, employee value proposition (EVP), and driving a data-driven approach to talent management, performance reviews, and leadership development.

Education:

Bachelor’s or Master’s degree in Business Administration, Human Resources, or a related field. An HR certification from a recognized body such as SHRM or CIPD is preferred.

Experience:

Minimum of 10-12 years of experience in HR minimum 5-6 years of experience in total rewards management.

Key Responsibilities:

1. Compensation & Benefits:

• Competitive Structures: Design and manage competitive compensation and benefits structures to attract and retain top talent.
• Incentives: Implement flexi rewards, incentive, and commission structures based on individual and company performance.
• Internal & External Equity: Create compensation structures and compa ratios that ensure internal and external equity through regular market surveys.
• Vendor Management: Oversee relationships with external benefits and rewards service vendors to ensure high-quality delivery.
• Equity Compensation: Manage stock options, equity compensation plans, and grants in alignment with company policies.
• Global/Regional Structures: Develop global and regional compensation structures tailored to diverse talent pools and market conditions.
• Career Progression Alignment: Link compensation and reward structures with career development and progression paths within the company.
• Communication & Transparency: Develop communication strategies to ensure employees understand their total rewards package and its linkage to performance and progression.

2. Performance Management & Talent Development:

• Performance System Design: Design and manage a robust performance management system, incorporating mechanisms for objective setting and performance appraisals.
• Annual Operating Plan (AOP): Facilitate the AOP process for performance and rewards alignment.
• Reviews & Cycles: Oversee quarterly performance reviews, annual increment cycles, and incentive program design to ensure fairness and motivation.
• Talent Recognition: Implement employee recognition programs and long-term incentive plans to retain critical talent.

3. Learning & Development Initiatives:

• Leadership Development Plans: Design leadership development programs aimed at building future leaders and nurturing high-potential employees.
• Individual Development Plans (IDPs): Collaborate with managers to create and implement IDPs tailored to employee career growth and development needs.
• Succession Planning: Develop succession plans for critical positions to ensure business continuity and leadership readiness.
• Talent Review Meetings: Conduct talent review meetings with leadership to assess potential and readiness for leadership positions, aligning development opportunities with business needs.

4. Workforce Planning & HR Budgeting:

• Workforce Planning: Conduct job analyses and develop organization structures aligned with business objectives. Link position grading with compensation structures.
• HR Budgeting: Work closely with HR business partners to develop and monitor HR budgets and workforce plans.
• Dynamic Response: Regularly assess workforce plans and propose solutions based on evolving business needs and dynamics.

5. HR Policies Management:

• Custodian of Policies: Serve as the custodian of HR and total rewards policies, ensuring they remain competitive and relevant.
• Policy Communication: Ensure clear communication of policies across the organization, offering interpretation where needed.

6. Candidate Offer Management:

• Offer Process Oversight: Manage and oversee the candidate offer process to ensure that all offers are competitive, in line with market trends, and comply with company policies.

7. Learning & Development & Leadership Planning:

• Employee Development: Facilitate the creation of individual development and leadership plans, fostering a culture of continuous learning and improvement.
• Talent Development Programs: Manage and implement talent development programs aimed at improving skills and leadership potential within the organization.
• Succession Planning: Develop comprehensive succession planning strategies for critical roles, ensuring future leadership continuity.

8. Data & Analytics:

• Dashboards & Analytics: Provide data-driven solutions and dashboards that offer insights into workforce trends, compensation effectiveness, and talent development progress.
• Market Benchmarking: Conduct regular market surveys and internal assessments to ensure that compensation and benefits remain competitive and aligned with business objectives.

Why Devsinc:

Innovative Solutions: At the forefront of technological innovation since 2009, delivering high-quality custom services to help businesses build, grow, and revolutionize their operations.

Global Reach: Supporting a diverse client base in over 23 countries with more than 3,000 projects delivered, ensuring a wide range of experiences and learning opportunities.

Passionate Team: Comprising over 2,000 experienced engineers dedicated to delivering the best solutions for our clients.

Customer-Centric Approach: Prioritizing clients’ needs, fostering a culture of transparency, adaptability, and tenacity to meet and exceed customer expectations.

Career Growth: Believing in continuous learning and professional development, providing employees with opportunities to grow their skills and advance their careers.

Experience & Qualifications:

• Education:
• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
• Relevant certifications in Total Rewards, Compensation, or Performance Management (e.g., CCP, GRP).
• Experience:
• Minimum of 10 years of experience in compensation, benefits, and talent management roles, with a focus on global or regional talent markets.
• Experience in managing workforce planning and HR budgeting processes.
• Strong background in leadership development, succession planning, and performance management systems.
• Experience working in a fast-growing, tech-focused environment is preferre

Desired Skills & Knowledge:

• Compensation & Rewards Design: Strong expertise in designing compensation structures, incentive programs, and equity compensation plans.
• Talent Development & Leadership: Proven experience in creating leadership development programs and managing talent reviews.
• Data-Driven Approach: Proficiency in using data and analytics for compensation, performance management, and workforce planning.
• HR Strategy: Knowledge of HR strategy development, including linking rewards to employee value proposition and business objectives.
• Stakeholder Management: Ability to manage relationships with external vendors and internal stakeholders, ensuring high satisfaction levels.
• Global Market Knowledge: Deep understanding of global and regional compensation trends and talent markets.