Payroll and Compensation Executive

Role summary and scope

Compensation and variable pay

• Own, simplify, benchmark, and rationalize wage codes and pay components; design new codes with rules, GL mapping, and controls.
• Execute annual increments end to end, including costing, mass upload, retro pay, and reconciliation to the approved budget for manager sign-off.
• Process approved performance payouts and promotion adjustments, reconciling to approved files and budgets.
• Validate payroll allowances and benefits against policy and grade, flag exceptions, and resolve them.
• Review compensation additions and deductions before HRBP approval and address recurring retro adjustments.
• Validate monthly sales incentives for eligibility, leavers, leave, absences, and scheme rules; provide required payroll inputs to the agreed calendar.
• Reconcile incentive files to payroll and Finance-verified totals, including currency conversions using rates confirmed by Finance.

Compliance, settlements, and analytics

• Apply payroll and compensation law for expatriates and local nationals, including pensions, social security, gratuity, overtime, and final settlements.
• Maintain country statutory references for gratuity, overtime, working hours, and pension contributions; flag differences between policy and law.
• Ensure labour law, WPS, and social security compliance across MENA and India; prepare internal and external audit evidence.
• Provide backup for critical monthly payroll steps and support payroll within cutoffs and statutory deadlines.
• Calculate monthly end-of-service and leave liability accruals and reconcile them with Finance.
• Reconcile final settlements and employee account balances; explain wage types, resolve mismatches, and clear negative or outstanding settlements.
• Produce payroll cost analytics, budget-versus-actual views, country and entity costs, pay positioning, and increment and payout models for leadership.

EC Payroll, data, and controls

• Define and test ECP compensation elements, including pay components, eligibility rules, and wage type mapping; support cleansing, parallel runs, cutover, and hypercare.
• Monitor SuccessFactors data flowing to payroll and resolve replication rejections affecting pay before cutoff.
• Document maker-checker controls, reconciliations, and approval evidence; build team EC Payroll capability and reduce reliance on the implementation partner.
• Identify manual payroll steps and standardize or automate reconciliations and reports using data and AI tools in line with the operating model.

Experience and technical requirements

• 5–7 years of GCC payroll and compensation experience, including UAE and wider MENA; India payroll is an advantage.
• Hands-on ownership of increment cycles, incentive or variable pay processing, wage code design, and end-of-service calculations in a multi-entity, multi-country organization.
• Knowledge of GCC gratuity, overtime, leave salary, final settlements, and national pension and social security schemes.
• India statutory payroll knowledge covering PF, ESI, professional tax, and gratuity is an advantage.
• Experience in wage and pay component design, increment and payout processing, accruals, payroll-to-GL reconciliation, analytics, and advanced Excel.
• Experience with SAP SuccessFactors and SAP payroll; hands-on SAP EC Payroll configuration or testing is strongly preferred.
• Knowledge of WPS, bank files, controls, reconciliations, and audit evidence; comfort using Power BI and AI tools.
• Retail or high-volume frontline workforce experience and SAP payroll implementation exposure are strong advantages.

Systems and statutory knowledge

• Relevant schemes include GPSSA, GOSI, PIFSS, SIO, Oman SPF, GRSIA, and NOSI.
• Payroll systems include SAP SuccessFactors, SAP payroll on S/4HANA, and SAP EC Payroll.