1. About EXL

EXL (NASDAQ: EXLS) is a global data and AI company. We help the worlds leading organisations — across insurance, healthcare and life sciences, banking and capital markets, retail, communications and media, and energy and infrastructure — reinvent their business models, improve outcomes and unlock growth at speed. Founded in 1999 and headquartered in New York, EXL today employs approximately 68,000 colleagues across six continents and is a constituent of the S&P; MidCap 400.

2. Where This Role Sits

Corporate Rewards is the global centre of expertise for compensation, benefits, incentives and reward governance at EXL. The function designs the frameworks that determine how 68,000 people are paid, and works with business leadership, HR Business Partners, Talent Acquisition, Finance and Controllership to apply them consistently across a highly diverse geographic footprint.

This role sits within the Reward Reporting & Analytics team and reports to the Senior Assistant Vice President – Reward Analytics & Reporting. It is a global, non-country-specific role: the postholder supports corporate reward initiatives, contributes to regional programmes and responds to employee and stakeholder compensation queries across geographies.

Why this role matters now

EXL is scaling quickly, changing its skill mix, and operating in an environment of rising pay transparency regulation. Reward decisions are increasingly expected to be evidenced, modelled and defensible before they are made. This role is where that evidence is built — the analytical engine behind pay decisions, budget conversations and governance reporting for the enterprise.

3. Role Overview The Senior Manager – Total Rewards (Reward Reporting & Analytics) delivers analytical, operational and advisory reward support to the Corporate Rewards function and its stakeholders. The role converts compensation, benefits and workforce data into decision-grade insight: dashboards leadership actually uses, benchmarking that stands up to challenge, cost models that Finance recognises, and pay equity analysis that withstands regulatory scrutiny.

This is a hands-on, senior individual contributor role. Success depends less on managing people and more on technical depth, judgement, accuracy under pressure, and the ability to explain a complicated number simply to a busy executive.

4. Key Responsibilities The role is organized around eight areas of accountability. Weighting will flex with the reward calendar — benchmarking and budget work peaks in the planning cycle, pay equity and disclosure work peaks around statutory reporting deadlines.

4.1 Reward Analytics, Reporting & Insight

- Build, maintain and continuously improve the monthly and quarterly reward dashboards used for leadership and governance review — covering pay positioning, compensation cost, incentive funding, attrition-linked pay signals and reward programme utilisation.
- Design reporting that answers a question rather than simply displaying data: define the metric set, the comparison basis and the narrative before building the visual.
- Translate complex, multi-country reward and workforce datasets into concise, executive-ready insight and recommendations for HR and business stakeholders.
- Automate recurring reporting so that analyst time shifts from assembling data to interpreting it; maintain documented, repeatable and auditable production processes.
- Undertake ad-hoc modelling and scenario analysis — cost of change, sensitivity, what-if — to support live reward decisions.

4.2 Compensation & Incentive Programme Support

- Support the administration and governance of short-term incentive (STI) programmes, including annual bonus, pay-for-performance and sales commission frameworks: eligibility, funding, accrual tracking, modelling, payout calculation, validation and post-cycle analysis.
- Support the annual compensation review cycle — budget modelling, distribution guidelines, manager reporting, moderation analytics, exception tracking and post-cycle effectiveness review.
- Provide compensation analysis and recommendations for promotions, market adjustments, retention cases, geographic mobility and other ad-hoc requests, applying consistent internal equity and market logic.
- Interpret and apply global reward principles across regions, ensuring consistency, documented rationale and compliance with local requirements.

4.3 Job Pricing & Market Intelligence

- Work closely with the other leaders on the Market Benchmarking and support with participation in salary and benefits surveys — job matching, data submission, quality assurance and results interpretation — across major survey houses and industry forums (for example Mercer, WTW, Aon, Korn Ferry, Radford).
- Analyse market data to produce reliable pay positioning views by geography,



job family and level, including compa-ratio and range penetration analysis.
- Support job pricing, job evaluation and levelling activity in partnership with Corporate Rewards and Finance, maintaining the integrity of the job-code to survey-benchmark mapping.

4.4 Pay Equity, Transparency & DEI Analytics

- Support pay equity, gender pay gap and wider DEI reward analyses — data preparation, cohort construction, statistical testing, remediation modelling and insight development.
- Prepare data and supporting analysis for statutory and voluntary disclosures, including UK and IR gender pay gap reporting and emerging pay transparency obligations across EU and other markets.
- Maintain the analytical audit trail so that any published or internally circulated figure can be traced to source and reproduced on request.

4.5 HR Budget, Cost & Workforce Financials

- Support monthly HR budget tracking, including headcount analysis, compensation cost movement and expense monitoring against plan.
- Review cost allocations, identify and explain variances, and help stakeholders understand what is actually driving spend patterns.
- Contribute to the annual HR budget planning process — collating inputs, preparing analyses and partnering with Finance and Controllership on alignment and assumptions.
- Support ongoing forecasting, tracking expenditure against budget and highlighting variances and emerging risks early enough to act on them.

4.6 Employee Value Proposition, Benefits & Reward Projects

- Contribute to reward projects spanning benefits, incentives, recognition and wider EVP initiatives — typically owning the analytical and cost-modelling workstream.
- Review benefit competitiveness, utilisation and cost-effectiveness as part of broader reward reviews, renewals or country-level initiatives.
- Provide the evidence base for reward design choices: what it costs, what it buys, who it affects and what the alternatives are.

4.7 Reward Data, Systems & Automation

- Own the accuracy, consistency and governance of compensation and benefits data across internal and external systems; investigate and resolve discrepancies in partnership with HR Shared Services and HRIS.
- Build and maintain reusable data pipelines, structured data models and reporting layers that make reward data dependable rather than repeatedly reconstructed.
- Collaborate with HRIS and HR Shared Services on the effective configuration and administration of reward systems, including compensation cycle tooling and downstream reporting.
- Apply data privacy, confidentiality and access-control discipline appropriate to sensitive personal and pay data across multiple jurisdictions.

4.8 Stakeholder Partnership & Advisory

- Act as a trusted analytical partner to HR Business Partners, Recruiters, Finance and business stakeholders on compensation-related queries, requests and escalations.
- Respond to general employee compensation queries with accuracy, discretion and clarity.
- Support cross-functional collaboration on reward initiatives, and influence outcomes through evidence rather than authority — this role carries no formal reporting line into the stakeholders it advises.

5. AI-Enabled Ways of Working EXL is a data and AI company, and we expect our own functions to work the way our clients aspire to. Practical fluency with enterprise AI tooling is a meaningful differentiator for this role, not an optional extra.

Expected

- Confident, everyday use of Microsoft 365 Copilot across Excel, Word, PowerPoint, Outlook and Teams to accelerate analysis, drafting, summarisation and meeting follow-through.
- Use of large language model assistants — such as Claude and Copilot Chat — to structure analysis, draft policy and communication content, interrogate documents, and produce first-cut code for data preparation and reporting.
- Sound judgement on what may and may not be shared with an AI tool: employee-level pay data, personal data and confidential business information are handled strictly within approved enterprise tooling and EXL data-handling policy.
- Verification discipline — AI output is treated as a draft to be checked, never as a source of truth. Every number that leaves this team is traceable to a system of record.

Strongly Advantageous

- Prompt design skill sufficient to get reliable, repeatable output from AI tools on recurring reward tasks — benchmarking summaries, policy comparison,



variance commentary, survey job-matching support.
- Experience building lightweight AI-assisted automations or agents (for example Copilot Studio, Power Automate, or scripted LLM workflows) that remove manual effort from reward reporting.
- A demonstrable record of having made a reward process measurably faster or more accurate using AI — we will ask for a specific example.
- Interest in helping the wider Rewards team raise its own AI capability, including sharing reusable prompts, templates and working patterns.

What we are looking for Not a prompt enthusiast, and not an AI sceptic. Someone who uses these tools daily, knows exactly where they add value and where they do not, and can show the difference it has made to real work.

6. Skills & Technical Capability

- Advanced Excel & Data Modelling - Complex models built to be understood by others — structured, documented, version-controlled; Power Query, advanced formula logic, robust reconciliation.
- Data Visualization & BI - Power BI (or Tableau/Qlik) dashboards with a defined metric layer, clean data model and design that supports a decision rather than decorating a dataset.
- Compensation Analytics - Compa-ratio, range penetration, quartile positioning, market movement, incentive funding and cost-of-change modelling applied fluently across geographies.
- HR Systems & Data Structures - Working command of a major HCM platform (Workday, SuccessFactors, Oracle HCM or similar), its compensation module and its underlying data model.
- Pay Equity & Regulatory Analysis - Cohort design, gap decomposition, remediation modelling; working knowledge of UK gender pay gap reporting and pay transparency requirements in EU and other markets.
- Budgeting & Cost Analysis - Comfortable in the language of Finance — accrual, variance, phasing, forecast — and able to reconcile HR numbers to the ledger.
- AI Tooling - Daily, judicious use of Copilot and Claude for analysis, drafting and automation, within enterprise data-handling policy.
- Automation Platforms - Power Automate, Power Apps or equivalent applied to remove manual steps from the reward reporting cycle.
- Job Architecture & Levelling - Familiarity with job families, levelling frameworks and survey-house crosswalk maintenance.

7. Capabilities & Behaviors

- Analytical Rigor - Interrogates the data before presenting it. Knows the limitations of the dataset and states them. Never presents a number they cannot reproduce.
- Precision Under Pressure - Reward work is unforgiving of error — payout files, disclosures and board reporting must be right the first time, on a deadline.
- Commercial Judgement - Understands that reward decisions are business decisions. Frames analysis in terms of cost, risk and retention rather than methodology.
- Communication & Storytelling - Explains a complex model to a non-technical executive in three sentences and one chart. Writes clearly and without jargon.
- Stakeholder Influence - Builds credibility across HR, Finance and the business without formal authority; pushes back constructively when the data does not support the request.
- Confidentiality & Integrity - Handles individual pay, personal and sensitive data with absolute discretion across multiple regulatory regimes.
- Ownership & Pace - Works comfortably in a fast-moving, matrixed, multi-time-zone organization; manages competing priorities without dropping quality.
- Curiosity & Improvement - Actively looks for the manual process that should not exist any more, and fixes it.

8. Experience & Qualifications

Essential

- Approximately 8–12 years of professional experience, with a minimum of 5 years in compensation (recent), total rewards or HR/people analytics.
- Demonstrable experience of reward analytics and reporting in a large, multinational, matrixed organization — including multi-country datasets and multi-currency analysis.
- Hands-on ownership of compensation cycle analytics and/or incentive modelling, not solely oversight of others doing it.
- Experience partnering with Finance on budget, headcount cost or forecasting activity.
- Graduate degree in a numerate, business or HR-related discipline (for example Business, Economics, Statistics, Mathematics, Finance or HR), is preferred.
- Fluent written and spoken English, with the ability to work effectively across time zones and cultures.

Desirable

- Postgraduate qualification (MBA / Master’s) in HR, Business, Economics or a quantitative discipline.
- Skilled certification — CCP (WorldatWork), GRP, CIPD or equivalent.
- Experience in professional services, technology, BPM, analytics or another high-growth, people-intensive industry.
- Prior consulting experience with a reward or human capital advisory practice.
- Exposure to UK, Ireland, EMEA or South Africa reward practice and regulation.

📌 Senior Manager - Total Rewards - Reward Reporting & Analytics (Noida)
🏢 EXL
📍 Noida