We’re on a mission to change the future of
clinical research. At Perceptive, we help the
biopharmaceutical industry bring medical
treatments to the market, faster.
Our mission is to change the world
but to do this, we need people like you.
Apart from job satisfaction, we can offer you:
HEALTH:
- Medical plan for you and your dependents.
- Personal Accident Insurance
- Life Insurance
- Critical illness cover
WEALTH:
- Salary structure and Flexi basket
- Provident fund of 12%
- Gratuity scheme
YOURSELF: Internal growth and development programs & trainings
Job Purpose
As Compensation Lead, you will be responsible for the tactical delivery and governance of the company’s compensation and pay programmes across multiple countries. This is a mid individual contributor role focused on translating reward strategy into well controlled operational delivery across annual pay review, variable pay, benchmarking, job architecture, salary range management and compensation analytics. The role requires strong reward judgement, data discipline and stakeholder management, ensuring compensation decisions are implemented accurately, consistently and in line with agreed pay philosophy, budget parameters and governance standards.
Key Responsibilities
Responsibility
Supporting Activities
Compensation Delivery & Pay Governance
- Own the tactical delivery of compensation programmes, ensuring pay decisions are implemented accurately, consistently and in line with approved reward frameworks.
- Translate compensation strategy into clear delivery plans, process controls, data requirements and stakeholder actions.
- Maintain governance over salary structures, pay ranges, compensation guidelines and approval workflows across relevant markets.
Market Benchmarking & Salary Structuring
- Lead compensation survey participation, job matching, market data interpretation and benchmarking outputs.
- Develop and maintain pay ranges, salary structures and market reference points to support competitive and internally equitable pay decisions.
- Provide practical recommendations on pay positioning, range placement and offer guidance within agreed budget and governance parameters.
Job Architecture, Grading & Pay Frameworks
- Support and coordinate job evaluation, role levelling and grading activities using the company’s agreed job architecture framework.
- Assess role data, job descriptions and benchmark matches to support consistent grading, salary range alignment and pay governance.
- Maintain documentation, decision logs and audit trails for grading and compensation governance decisions.
Annual Compensation Cycle Delivery
- Manage the operational delivery of annual merit, bonus and variable pay cycles, including timelines, data readiness, modelling, validation and implementation controls.
- Partner with HR, Finance, Payroll and HRIS teams to ensure approved compensation outcomes are loaded, checked, communicated and paid accurately.
- Monitor cycle progress, risks, exceptions and governance approvals, escalating issues with clear options and recommendations.
Incentive Plan & Variable Pay Governance
- Govern and deliver variable pay and incentive plan processes, including eligibility, target setting, KPI-linked calculations, approvals and payment outputs.
- Work with Finance, Sales Operations, HR and Payroll to validate incentive outcomes and resolve exceptions before payment.
- Maintain incentive plan documentation, governance controls and audit-ready calculation records.
Compensation Analytics, Modelling & Insights
- Build and maintain compensation models, dashboards and reporting packs to support pay decisions, budget forecasting and workforce planning.
- Analyse pay positioning, internal equity, range penetration, cost scenarios and cycle outcomes, turning data into clear recommendations.
- Identify opportunities to improve compensation processes through automation, workflow discipline, dashboarding and effective use of HR technology.
Stakeholder Support & Reward Operations
- Act as a trusted reward delivery contact for HRBPs, Finance, Payroll and business stakeholders on compensation cycle, benchmarking, grading and incentive matters.
- Prepare clear guidance, templates, communications and manager support materials for compensation processes.
- Support ad-hoc reward projects, executive compensation analysis, mobility compensation queries and continuous improvement activity as required.
Functional Competencies (Technical Knowledge / Skills)
- 5+ years’ experience in compensation, total rewards, pay governance or reward operations, ideally across multi-country or matrixed environments.
- Strong practical knowledge of annual compensation cycles, merit and bonus planning, salary structures, market benchmarking, job grading and incentive governance.
- Advanced Excel and compensation modelling skills, with the ability to manage complex datasets, identify exceptions and produce decision-ready analysis.
- Experience coordinating compensation cycle delivery across HR, Finance, Payroll and HRIS teams, including data validation, approvals and implementation controls.
- Able to apply reward judgement within defined frameworks, balancing market competitiveness, internal equity, affordability and governance.
- Experience using HRIS or compensation tools such as Workday, Beqom, Ravio etc.
Behavioural Competencies
- Strong ownership and delivery discipline
- Commercial and governance mindset
- Confidence working with senior HR, Finance and business stakeholders
- High attention to detail and data integrity
- Clear communication and practical problem solving
- Ability to influence delivery without formal people-management responsibility
Experience, Education, and Certifications
- Degree or equivalent experience in HR, Finance, or a related field.
- ~5 years’ experience in compensation, pay design, or reward operations.
- Experience supporting benchmarking, pay reviews, or incentive processes.
- Strong Excel skills and comfort working with structured pay data.
- English: Fluent.
Come as you are.
We're proud to be a Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
