Head of Compensation and Benefits

Key Responsibilities Compensation Strategy & Governance - Develop and lead the enterprise-wide compensation strategy covering fixed pay, variable pay, short- and long-term incentives, and sales/commission-based structures. - Ensure compensation programs support business growth, underwriting profitability, agency performance, and talent retention. - Establish governance frameworks, policies, and approval matrices for compensation-related decisions. Market Benchmarking & Analytics - Oversee market pricing and benchmarking using reputable insurance and financial services surveys. - Conduct pay competitiveness, equity, and compression analyses across corporate, technical, actuarial, underwriting, claims, and sales roles. - Provide data-driven insights and recommendations to senior leadership and HR business partners. Incentives, Sales & Variable Pay - Design and manage incentive programs for corporate functions, executive leadership, and sales/agency channels. - Ensure commission and incentive plans align with performance metrics, risk appetite, and regulatory standards. - Review incentive outcomes and effectiveness to ensure sustainability and fairness. Executive & Board Compensation - Support executive compensation design, including annual incentive plans, long-term incentives, and retention programs. - Prepare compensation materials, analyses, and recommendations for the Board and relevant committees. - Ensure executive pay structures align with governance best practices and shareholder expectations. - Job Architecture & Pay Structures - - Lead job evaluation, grading, and salary structure development across the organization. - Maintain clear job architecture and career frameworks to support workforce planning and progression. - Ensure internal equity and consistency across business units and roles. Compliance & Risk Management - Ensure compliance with local labor laws, insurance regulations, and governance requirements related to compensation. - Partner with Risk, Legal, and Compliance teams to manage compensation-related risks. - Support regulatory audits and internal reviews involving compensation practices. Qualifications & Experience - Bachelors degree in Human Resources, Finance, Economics, Business, or a related field; Masters degree preferred. - Minimum of 10–15 years of progressive compensation or total rewards experience, with strong exposure to the insurance or financial services industry. - Proven experience designing incentive and commission structures within regulated environments. - Strong analytical skills with experience in compensation modeling and financial impact analysis. Originally posted on Himalayas