Description

Q-Sourcing Limited trading is hiring a competent, skilled, and experienced Compensations & Benefits / HR Operations Lead to act as the engine room of HR operations, ensuring that all employee data, payroll, and HR systems run efficiently across Q-Sourcingʼs multi-country operations

Roles and responsibilities

HRIS (Zoho) Management

• Configure and maintain Zoho; manage employee lifecycle data; ensure system adoption; train users.

Payroll Management

• Oversee payroll processing across countries; ensure statutory compliance; validate inputs/outputs; resolve discrepancies.

Analytics & Reporting

• Develop dashboards (headcount, attrition, cost); provide insights for decisions; support budgeting.

System Integration

• Automate workflows (leave, approvals); improve efficiency and reduce manual processes.

Data Governance

• Ensure data privacy; maintain accuracy and audit readiness; implement data retention policies.

Process Optimization

• Standardize HR processes across countries; improve turnaround times; implement self-service tools.

Vendor Management

• Manage payroll vendors and system providers; ensure SLAs are met; coordinate with Finance.

HR Operations Support

• Support internal and external audits; maintain employee records; ensure operational readiness for scaling.

Requirements

Education:

• Diploma / bachelor’s degree in business or financial discipline from a recognized University.

Experience:

• At least 5 years’ experience in handling payrolls, compensation and benefits in a fast-paced environment.

Skills and Competencies:

• Strong understanding of how pay systems work in practice. Job evaluation & grading methodologies, Salary benchmarking and market pricing, Pay structure design (bands, ranges, salary scales), Incentive and bonus plan design (short-term and long-term incentives), Benefits design and administration (medical, allowances, leave, etc.), Payroll principles and coordination with payroll teams, Understanding of tax, statutory deductions, and labor regulations affecting pay, Pay equity analysis
• Data Analysis & Analytical Thinking. Ability to turn compensation data into business insights, Strong Excel and HRIS/HR analytics capability, Compensation modelling and scenario analysis, Costing of reward proposals (budget impact analysis), Workforce cost analysis (headcount vs. payroll spend), Benchmark interpretation and market trend analysis, Ability to identify anomalies (pay outliers, inequities, inconsistencies).
• Reward Strategy & Design Thinking. Focus on aligning rewards with business strategy, Designing competitive and sustainable reward strategies, Aligning pay with performance and business outcomes, Understanding employee value proposition (EVP), Structuring rewards for attraction, retention, and motivation, Balancing internal equity and external competitiveness, Innovation in reward programs (non-monetary rewards, recognition, flexibility).
• Business Acumen & Stakeholder Management. Ensuring compensation decisions support business needs, understanding organizational strategy and workforce planning, Partnering with HRBPs and business leaders on pay decisions, Advising managers on compensation decisions, Managing compensation reviews and annual salary cycles, Influencing senior stakeholders with data-driven recommendations, Handling compensation queries and escalations
• Compliance. Knowledge of labor laws and statutory compensation requirements, Internal pay governance and approval processes, Policy development and enforcement, Audit readiness and documentation control, Ethical handling of confidential employee compensation data, Ensuring fairness and transparency in reward practices.
• Effective use of HR systems. HRIS systems (Zoho People), Compensation planning tools and modules, Payroll system integration understanding, Data integrity management, Report building and dashboard creation

• Configure and maintain Zoho; manage employee lifecycle data; ensure system adoption; train users.
• Oversee payroll processing across countries; ensure statutory compliance; validate inputs/outputs; resolve discrepancies.
• Develop dashboards (headcount, attrition, cost); provide insights for decisions; support budgeting.
• Automate workflows (leave, approvals); improve efficiency and reduce manual processes.
• Ensure data privacy; maintain accuracy and audit readiness; implement data retention policies.
• Standardize HR processes across countries; improve turnaround times; implement self-service tools.
• Manage payroll vendors and system providers; ensure SLAs are met; coordinate with Finance.
• Support internal and external audits; maintain employee records; ensure operational readiness for scaling.

• Strong understanding of how pay systems work in practice. Job evaluation & grading methodologies, Salary benchmarking and market pricing, Pay structure design (bands, ranges, salary scales), Incentive and bonus plan design (short-term and long-term incentives), Benefits design and administration (medical, allowances, leave, etc.), Payroll principles and coordination with payroll teams, Understanding of tax, statutory deductions, and labor regulations affecting pay, Pay equity analysis
• Data Analysis & Analytical Thinking. Ability to turn compensation data into business insights, Strong Excel and HRIS/HR analytics capability, Compensation modelling and scenario analysis, Costing of reward proposals (budget impact analysis), Workforce cost analysis (headcount vs. payroll spend), Benchmark interpretation and market trend analysis, Ability to identify anomalies (pay outliers, inequities, inconsistencies).
• Reward Strategy & Design Thinking. Focus on aligning rewards with business strategy, Designing competitive and sustainable reward strategies, Aligning pay with performance and business outcomes, Understanding employee value proposition (EVP), Structuring rewards for attraction, retention, and motivation, Balancing internal equity and external competitiveness, Innovation in reward programs (non-monetary rewards, recognition, flexibility).
• Business Acumen & Stakeholder Management. Ensuring compensation decisions support business needs, understanding organizational strategy and workforce planning, Partnering with HRBPs and business leaders on pay decisions, Advising managers on compensation decisions, Managing compensation reviews and annual salary cycles, Influencing senior stakeholders with data-driven recommendations, Handling compensation queries and escalations
• Compliance. Knowledge of labor laws and statutory compensation requirements, Internal pay governance and approval processes, Policy development and enforcement, Audit readiness and documentation control, Ethical handling of confidential employee compensation data, Ensuring fairness and transparency in reward practices.
• Effective use of HR systems. HRIS systems (Zoho People), Compensation planning tools and modules, Payroll system integration understanding, Data integrity management, Report building and dashboard creation

• Diploma / bachelor’s degree in business or financial discipline from a recognized University.