FULL-TIME · ONSITE · HYDERABAD
Compensation & Benefits Specialist
5+ years of hands-on experience in Compensation & Benefits / Total Rewards
About Company
At Refroid Technologies, we are pioneering next-generation liquid cooling solutions that redefine how data infrastructure operates. From hyperscale data centers to high-performance edge environments, our modular and efficient systems are engineered to reduce energy consumption, maximize performance, and contribute to a greener planet.
Role Overview
We are looking for an experienced Compensation & Benefits professional who can independently design, implement, and manage a comprehensive compensation framework for a growing manufacturing organization covering both corporate/office employees and factory/shop-floor workforce.
The ideal candidate should have strong expertise in salary structuring, statutory compliance, market benchmarking, cost-of-living analysis, variable pay, performance-linked incentives, project-based incentives, sales incentives, and ESOP frameworks. The person should be capable of developing a compensation philosophy and structure from the ground up and aligning it with business objectives, talent requirements, internal equity, and external market competitiveness.
Key Responsibilities
1. Compensation Strategy & Structure
Independently design and implement the organization's overall compensation philosophy and framework.
Develop compensation structures for corporate, engineering, manufacturing, plant, shop-floor, sales, and support functions.
Define appropriate salary bands, grades, levels, pay ranges, and progression mechanisms.
Establish fixed vs. variable compensation structures based on role, level, function, and business requirements.
Ensure internal equity and consistency across different functions and employee levels.
2. Market & Cost-of-Living Analysis
Conduct compensation benchmarking and market salary analysis across relevant industries and geographies.
Analyze cost of living, living expenses, local wage levels, and location-specific compensation requirements.
Conduct neighborhood/location analysis to understand workforce accessibility, commuting costs, local wage competitiveness, and talent availability.
Develop location-based compensation recommendations for manufacturing plants and corporate offices.
Track market movements and recommend periodic compensation revisions.
3. Statutory & Regulatory Compliance
Ensure compensation structures comply with applicable Indian labour laws and statutory requirements.
Understand the impact of minimum wages, PF, ESI, gratuity, bonus, professional tax, and other statutory components on compensation structures.
Design salary structures that balance statutory compliance, employee take-home, company cost, and tax efficiency.
Work closely with HR/Payroll and legal teams to ensure compliance with changes in government regulations.
4. Variable & Performance-Linked Pay
Design variable pay and performance-linked compensation structures across organizational levels.
Develop performance-linked incentive models based on individual, team, functional, and organizational performance.
Define measurable performance metrics, payout thresholds, targets, and incentive curves.
Develop differentiated variable pay structures for managerial, technical, operational, and leadership roles.
5. Project & Delivery-Based Incentives
Design project-based incentive models linked to project milestones and deliverables.
Develop incentive frameworks based on parameters such as project completion, timelines, cost, quality, productivity, customer satisfaction, and profitability.
Build incentive structures for engineering, project management, manufacturing, and implementation teams.
6. Sales Incentive Design
Develop and manage sales incentive and commission structures.
Design incentive plans linked to revenue, gross margin, collections, new customer acquisition, business growth, and target achievement.
Establish appropriate thresholds, accelerators, caps, and payout mechanisms.
Periodically evaluate sales incentive effectiveness and recommend improvements.
7. ESOP & Long-Term Incentives
Develop ESOP/long-term incentive frameworks based on employee level, role, criticality, performance, and eligibility.
Define eligibility criteria and appropriate allocation principles across different organizational levels.
Support the design of retention and long-term incentive programs for critical and high-performing talent.
Coordinate with leadership, finance, and legal advisors on ESOP implementation and governance.
8. Manufacturing & Factory Compensation
Develop compensation structures specifically suited to factory and shop-floor employees.
Benchmark operator, technician, supervisor, engineering, maintenance, quality, and production roles.
Design productivity, attendance, shift, skill, production, quality, and output-based incentives where applicable.
Ensure factory compensation remains competitive while maintaining cost and productivity objectives.
9. Compensation Analytics & Governance
Develop compensation dashboards and MIS/analytics for management.
Conduct pay equity, compression, parity, and internal equity analysis.
Build compensation models to support new hiring, promotions, increments, transfers, and retention cases.
Establish compensation governance, approval mechanisms, and periodic review processes.
Provide data-driven recommendations to senior management.
Required Skills & Experience
5+ years of hands-on experience in Compensation & Benefits / Total Rewards.
Strong experience in designing compensation structures independently, preferably from the ground up.
Experience covering both corporate/office and manufacturing/factory employees.
Strong understanding of Indian statutory compensation requirements.
Hands-on experience in salary benchmarking and market intelligence.
Strong expertise in variable pay and performance-linked compensation.
Experience designing sales incentives and project-based incentive plans.
Understanding of ESOPs and long-term incentive structures.
Strong analytical and financial modelling capabilities.
Advanced Excel/compensation analytics skills.
Ability to work with senior leadership and translate business requirements into practical compensation models.