Senior Compensation Analyst/Manager

Location: Vadodara or Bangalore, India (In-person only)

Business Unit: People & Talent- Shared Services

Scope: Global (US, India, LATAM)

About the role

Aditi Consulting is building out its compensation function, and we're looking for a Senior

Compensation Analyst to own the analytical and advisory work behind how we pay people globally. You'll be the person who understands what's actually happening in the technology talent markets where we operate, India, the US, and LATAM, and translate that into salary bands, positioning decisions, and pay recommendations the business can act on.

Because we're an engineering services business, compensation here is inseparable from an understanding of technology profiles: what a cloud engineer, data scientist, or solutions architect is worth in each of our markets, how quickly those rates are moving,

and how that affects both our internal pay structures and our client-facing pricing.

What you'll do

Market analysis and benchmarking

Analyze compensation trends across our three primary markets (India, US,

LATAM), with a focus on technology and engineering roles.

Benchmark roles against relevant survey and market data; assess data quality and reconcile conflicting sources rather than accepting them at face value.

Evaluate the sources available to us published survey data, paid subscriptions, public and crowdsourced datasets, recruiting intelligence, and our own internal placement and offer history and recommend the right mix of tools and data feeds to represent market salaries accurately in each geography. Own the business case for any paid sources, and be clear about where each source is reliable and where it needs to be triangulated against others.

Track salary band movement, rate inflation, and demand shifts in specific technology skill areas, and flag where our structures are falling behind the market.

Monitor currency movement and cost-of-labor differentials across geographies and assess the impact on band design and total cost

Job architecture and evaluation

Maintain and evolve our global job architecture so it continues to work across practice areas and geographies as the business changes





Evaluate and level new and existing roles consistently, and document the rationale

Map roles to the appropriate market benchmarks, including for hybrid or emerging technology profiles that don't match a clean survey match

Salary structures and positioning

Maintain and recommend adjustments to salary ranges and bands by market and job family, including the refresh cadence and the triggers for an off-cycle review

Advise on salary positioning strategy where we choose to pay relative to market, and why

Recommend the source or blend of sources that should anchor each band, and document the methodology so positioning decisions are defensible and repeatable

Model the cost of structure changes, band adjustments, and merit or market-correction cycles

Internal equity and pay decisions

Run internal equity analyses and surface compression, inversion, and outlier issues with recommended remediation

Review offers, promotions, and adjustment requests against band placement and internal comparators, and provide explicit guidance to recruiters, People Business

Partners, and hiring leaders

Support annual compensation cycles, including planning inputs, guidelines, and manager-facing materials

Partnership and enablement

Act as the compensation subject-matter expert for People & Talent, Recruiting,

and business leadership

Translate analysis into recommendations non-specialists can use; explain trade-offs rather than only presenting data

Use AI tooling to make compensation work faster and more consistent automating repetitive analysis, standardizing job documentation, and producing first-draft market summaries for review

Build reporting and dashboards that give leadership visibility into pay competitiveness and cost

What you'll bring

Required

10+ years of experience in compensation analysis, market/rate analysis, or a closely related field,



with meaningful exposure to technology roles

Demonstrated understanding of technology talent profiles you can look at a requisition for a data engineer or an SRE and have a view on what the market pays and why

Experience with LATAM and/or US compensation specifically, in addition to India

Hands-on experience with job architecture, job evaluation, and salary band design and maintenance

Experience with market benchmarking methodology and compensation survey data; comfort judging when a data source is reliable and when it isn't

Strong analytical and modeling skills in Excel (advanced formulas, pivot tables,

scenario modeling)

Ability to communicate findings and recommendations clearly to recruiters, HR partners, and senior leaders

Preferred

Experience in a consulting, staffing, professional services, or IT services environment

Comfort using AI tools to accelerate analytical work for example, using Claude or similar assistants to summarize survey data, draft job documentation,

sanity-check models, or reconcile inconsistent benchmark sources.

Familiarity with HRIS and compensation tooling (Rippling or similar)

Exposure to bill rate, margin, or pricing analysis in a services context

CCP or progress toward it

What success looks like

First 30 days You understand our practice areas, role taxonomy, entities, and existing bands. You've reviewed the current structures against market data and identified which roles and geographies are furthest out of date.

First 60 days Priority bands are refreshed and validated against current market data for our core technology roles. You're the go-to reviewer for offers, promotions, and adjustment requests, and recruiters and People Business Partners know when and how to loop you in.

First 90 days A recurring maintenance cadence is in place market monitoring,

band review triggers, and regular reporting to leadership on pay competitiveness by market. Compensation is a routine input to hiring and retention decisions rather than a reactive check. You've completed the first internal equity pass and surfaced any compression or outlier issues with recommended remediation.

📌 Senior Compensation Manager (Bengaluru)
🏢 Xpheno
📍 Bengaluru