Siba Sankar Samantra

• Lead the development and execution of compensation programs for a workforce of over 2,000 employees across multiple business units.
• Manage salary survey participation with Mercer, Radford, and Willis Towers Watson.
• Designed a new global salary structure that improved internal equity and simplified administration.
• Partner with the leadership team and CFO to develop annual merit, promotion, and bonus guidelines.
• Review policies and revamp them as applicable, ensuring they are competitive in the market, and compliant with local law.
• Researched employee benefit and health and safety practices, recommending changes or modifications to existing policies.
• Monitored compliance with applicable laws pertaining to wage and hour regulations.
• Constructed detailed job descriptions and classification systems to define job levels and families.
• Completed the job evaluation and job leveling activity, along with global HR.
• Conduct performance evaluations, streamline communication channels, design cycles, and use a bell curve.
• Perform various analyses like headcount, attrition, labor cost using advanced Excel (analytical tool).
• Automate HR processes to reduce man-hours using Excel VBA (macros).
• Lead and implement the HRMS tool (Oracle Fusion, Workday, and Darwinbox).

1. Benefits Program Design and Implementation

• Renewed and implemented key employee benefit programs, including Group Medical Coverage (GMC), Group Term Life Insurance (GTLI), Group Personal Accident (GPA), and workers' compensation insurance.
• Led the successful rollout of a new global well-being platform, Limeade, across the USA, India, and the Philippines, enhancing employee engagement and wellness participation.

2. Vendor and Broker Management.

• Selected and negotiated contracts with benefits vendors, brokers, and third-party administrators to ensure cost-effective, competitive offerings.
• Monitored service level agreements (SLAs), addressed escalated issues, and ensured vendor performance aligned with contractual obligations.

3. Employee Education and Communication

• Developed and delivered comprehensive benefits education initiatives, including open enrollment campaigns, and onboarding presentations for new hires.
• Served as the primary point of contact for resolving complex employee benefit inquiries, and improving employee understanding of available programs.

4. Benefits Administration.

• Oversaw the day-to-day operations of benefits programs, including employee enrollments, claims processing, and mid-year changes.
• Partnered with HRIS and payroll teams to ensure accurate and timely benefits deductions, and employee records.

5. Compensation Reporting and Project Management.

• Automated recurring compensation reports improve data accuracy and reduce manual effort.
• Managed compensation-related projects, including market benchmarking, pay structure updates, and system enhancements.

Experienced and analytical Compensation Administration Manager with a proven ability to manage and execute compensation processes across diverse employee populations. Skilled in administering salary structures, merit cycles, incentive programs, and compensation data systems. Adept at streamlining workflows, ensuring compliance with internal policies and external regulations, and collaborating with HR, finance, and leadership to deliver accurate and timely compensation outcomes. Known for leveraging HRIS systems and data analytics to drive process improvements and support strategic decision-making.

Key Responsibilities and Achievements.

• Consistently met and exceeded client-defined KRAs, KPIs, and revenue targets, ensuring high levels of client satisfaction and account growth.
• Achieved daily SLA and quality benchmarks through efficient task prioritization and process adherence.
• Provided coaching and performance feedback to junior team members through regular one-on-one meetings, fostering continuous development and accountability.
• Collaborated cross-functionally with Workforce Management (WFM), Finance, and Operations teams to conduct business review meetings, and align on shared objectives.
• Engaged in regular client meetings to present updates, address concerns, and ensure service delivery aligned with expectations.
• Prepared and shared daily performance and operational reports, ensuring transparency and actionable insights for stakeholders.
• Led and supported key HR projects, including process improvements, policy rollouts, and engagement initiatives.
• Managed and resolved escalation calls and emails, reducing response time, and improving issue resolution metrics.
• Proactively minimized Managing Director (MD)-level escalations through early intervention, stakeholder communication, and process enhancements.