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Job Purpose:

To manage, develop, and enhance Panda’s total rewards frameworks by designing compensation policies, maintaining salary structures and grading systems, and conducting market and internal equity analyses. The role provides expert advisory to HRBPs and business leaders on compensation decisions, ensures governance and policy compliance, and supports organizational design and transformation initiatives. This position plays a key role in maintaining internal equity, strengthening market competitiveness, and enabling informed, fair, and consistent reward practices across the organization.

Key Accountabilities:

Develop and Maintain Compensation Structures

Design and update salary structures, pay bands, allowances, and benefits to ensure internal equity, external competitiveness, and alignment with Panda’s compensation philosophy.

Lead Annual Reward Cycles (Increments & Bonuses)

Manage the full rewards cycle, including salary increments, bonus calculations, reward matrices, and distribution processes, ensuring accuracy, compliance, and timely execution.

Conduct Job Evaluation & Maintain Grading Framework

Evaluate roles using approved job evaluation methodologies, maintain the job architecture, support governance committees, and ensure consistent application across all functions.

Perform Internal Equity & Market Benchmark Analysis

Analyze compensation data, conduct internal equity reviews, and evaluate market benchmarks (Korn Ferry/Mercer) to provide insights and recommendations for pay positioning.

Ensure Reward Governance & Policy Compliance

Develop and enforce compensation policies, ensure adherence to governance standards, validate HR data, and support audits, risk assessments, and compliance reviews.

Provide Reward Insights for Organizational Changes

Support organizational design initiatives, restructuring decisions, and workforce planning by providing compensation, grading, and cost-impact analysis.

Develop Dashboards & Reporting for Leadership

Prepare dashboards, analytics, and presentations for leadership, HC committees, and governance forums, ensuring clear visibility of reward trends and cost implications.

Partner with HRBPs & Business Leaders

Collaborate with HRBPs and functional leaders to address compensation issues, provide advisory support on salary decisions, promotions, and transfers, and recommend reward solutions.

Qualification:

-Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or a related field.

Preferred Education:

Master’s degree in HR or CIPD, SHRM or Certified Compensation & Benefits Professional certification.

Experience:

5 years Minimum in relevant experience in Compensation & Benefits, Total Rewards, HR Rewards, or HR Analytics.

Key Competencies:

Salary structure design and pay band management

Annual merit increase and bonus cycle management

Job evaluation methodology

Market benchmarking and pay positioning

Internal equity analysis

Reward governance and policy development

HR data analytics and reporting

Cost impact analysis