Compensation and payroll administration
· Coordinate monthly payroll inputs, validation and reconciliation with Payroll and Finance; track cut-offs, approvals, exceptions and corrections through closure.
· Maintain compensation records and support salary revisions, promotions, transfers, variable pay, incentives, benefits and off-cycle changes under approved policies and budgets.
· Prepare compensation analysis, cost estimates, pay comparisons and review-cycle data; protect sensitive information and document assumptions and approvals.
· Support annual compensation planning, salary review cycles and incentive administration, including manager guidance, employee communications and audit trails.
· Investigate pay and deduction queries with relevant teams, explain outcomes clearly and escalate material or recurring issues.
HR operations and employee lifecycle
· Coordinate onboarding, employee changes, confirmation, transfers, leave and attendance administration, separation and final settlement with clear ownership and timelines.
· Maintain accurate employee master data, personnel files and HR system records; apply access controls, retention rules and confidentiality requirements.
· Draft and issue standard employment letters, confirmation and change letters, certificates and HR communications using approved templates and authorization.
· Respond to employee and manager requests, maintain a case or query tracker, meet service timelines and identify recurring causes for resolution.
· Coordinate benefits and insurance enrollment, changes, claims support and provider escalations; reconcile eligible populations and deductions.
Compliance, controls and reporting
· Maintain a compliance calendar and coordinate accurate, timely records and submissions relating to applicable employment, payroll, benefits and tax requirements.
· Coordinate documentation and evidence for internal and external audits; track findings, corrective actions, owners and due dates to closure.
· Perform periodic checks of payroll inputs, employee data, leave, attendance, benefits and personnel documentation; investigate variances and retain evidence.
· Prepare regular headcount, payroll, compensation, attrition and HR service reports; check definitions and reconcile figures to source records.
· Follow approved policies and segregation of duties; promptly escalate suspected errors, control gaps, privacy incidents or compliance concerns.
Process improvement and partnership
· Document standard operating procedures, calendars, checklists and process ownership; keep them current when systems or policies change.
· Identify process delays, rework and employee friction; recommend practical improvements and track results after implementation.
· Support HR system changes, user acceptance checks, data cleanup and rollout communications for compensation and operations workflows.
· Partner with HR colleagues, Finance, Legal, IT, managers and vendors to coordinate decisions and resolve dependencies.
