Vice President

The purpose of this role is - The role will be responsible for driving the end-to-end Performance, Compensation, and Benefits agenda for NAB India —covering performance management design and execution, fixed and variable reward planning, and statutory / market aligned benefits while ensuring fairness, compliance, market competitiveness, and business alignment. Partnering with HRBPs, Finance, and Business leaders to deploy data-driven, scalable programs that are attractive, motivating, and helps retain top talent.

Other capabilities

• Showing analytical excellence with advanced modelling (compensation ranges, merit matrices, incentive calculations);

handling large datasetsand audits

Communicating clearly through executive-level presentations, compelling written materials, and targeted enablement resources for managers

driving decisions with data and sound judgment

paying meticulous attention to detail

enforcing equitable, compliant practices

Embedding fairness and inclusion in performance and pay decisions

Essential capabilities and Experience

8–12 years of relevant work experience in Total Rewards / C&B and Performance Management with strong financial modelling and people analytics skills

Expertise in market benchmarking, salary structures, and job evaluation frameworks

Minimum 5 years managing India-specific compensation cycles, benefits administration, and statutory compliance.

Experience with global mobility, executive compensation, or consulting background is a plus

Excellent communication, change management and stakeholder management skills

Integrity, audit mindset, and comfort with sensitive data

Strong analytical and financial acumen with proficiency in Excel, data modelling, and compensation tools

Qualification Requirements (preferred)

MBA / PGDM in HR or related field preferred

Certifications such as GRP (Global Remuneration Professional), CCP (Certified Compensation Professional), or CBP (Certified Benefits Professional) are highly desirable

Strong understanding of Indian labor laws and statutory benefits (EPF, ESIC, Gratuity, Payment of Bonus Act, Maternity Benefit Act, Shops & Establishments Act)

Key Accountabilities

Market Competitiveness : Analyze reward and benefits trends to recommend enhancements to maintain market competitiveness

Driving performance management cycles : planning and executing performance goal setting, quarterly reviews, calibrations, and linking pay-for-performance outcomes

Managing reward programs : overseeing annual pay planning, market benchmarking, variable pay design and ensuring pay equity & compliance

handling vendor relationships and audits

Ensuring governance and compliance : Conduct regular audits and reviews to evaluate efficiency, effectiveness, and alignment with employee needs and business outcomes

Stakeholder Guidance : Provide subject matter expertise and support to HRBPs, managers, and employees on rewards-related inquiries

Ensuring governance and compliance : maintaining controls, policies, and statutory adherence across compensation and benefits processes.

Delivering analytics and process improvements : building dashboards, managing HRIS modules, and driving automation for efficiency.

enabling people leadersand influencing decisions with data.

Communication & Change Management : Lead the rollout of new programs, ensuring colleagues understand the value and mechanics of rewards offerings