Our client is an international corporate entity with offices in Bangkok, Dubai (HQ), and Malta, established to manage diverse operational functions. Built on the foundations of an international group, the company supports iGaming businesses with market entry, licensing, regulatory compliance, strategy consulting and IP Management.
- Reports to: Head of Operations/ Director
- Salary range: Up to USD 6,000 monthly
- Location:Dubai - Onsite presence is required. Open to candidates currently based in Dubai only.
- Current or prior experience with iGaming companies is highly desired.
Note: Please note that only shortlisted candidates will be contacted. Thank you for your kind understanding.
Role Summary
The Compensation & Benefits (C&B) Manager is responsible for the design, implementation, and administration of the company's Total Rewards strategy. You will transition the organization from reactive pay decisions to a data-driven structure, ensuring our salaries remain competitive enough to attract talent while remaining sustainable for the bottom line.
Crucially, this is a role for a specialist with a generalist's heart. We operate as a lean, agile HR team. While your core focus is C&B, you will be expected to step up and plug gaps during peak periods. Whether it's screening resumes during a hiring surge or assisting with general operations when the team is stretched, you are a Company First player who does what it takes to support the wider People function.
Key Responsibilities:
1. Daily & Weekly Operations
- Job Pricing & Offers: Act as the primary advisor on compensation. Review job descriptions and provide specific salary bands based on current market data to ensure offers are competitive yet compliant.
- Benefits Administration: Manage complex employee inquiries regarding health insurance, leave policies, and equity. Troubleshoot escalations with insurance providers and brokers.
- Payroll Oversight: Audit payroll inputs to ensure bonuses, commissions, and deductions are 100% accurate before funds are released.
- Data Integrity: Maintain the source of truth in the HRIS. Ensure job titles, codes, and salary data are clean and accurate for reporting.
2. Monthly & Quarterly Analysis
- Sales Commission Review: Validate sales performance data against the commission plan. Calculate payouts and flag anomalies or plan design issues.
- Vendor Management: Review service levels and claim utilization reports with insurance brokers and perk providers to identify cost-saving opportunities or service improvements.
- Headcount & Budget Tracking: Report to Finance on actual labor costs vs. budgeted costs, providing clear explanations for any variances.
3. Annual Strategic Cycles
- The Annual Salary Review: Lead the merit increase process. Design and manage the systems managers use to allocate raises and train them on communicating compensation decisions.
- Market Benchmarking: Manage the participation in and analysis of salary surveys (e.g., Radford, Mercer). Redefine salary bands annually to align with the targeted market percentile.
- Benefits Renewal: Lead negotiations with health insurance providers for the upcoming year to secure the best possible premiums and coverage.
- Bonus Scheme Design: Collaborate with executive leadership to design the Corporate Bonus Plan (KPIs, payout thresholds, and eligibility).
4. Team Agility & Support (All Hands on Deck)
- Recruitment Surge Support: Step in during high-volume hiring periods to screen CVs, conduct first-round interviews, or manage scheduling bottlenecks.
- Generalist Backfill: Assist with general HR operations during leave absences or peak periods, including onboarding new hires, managing employee relations basics, or organizing company events.
- Cross-Pollination: Participate in final interviews for key roles to provide immediate perspective on offer negotiation and cultural fit.
Qualifications & Skills
- Experience: 5 - 7+ years in HR with a specific focus on Rewards, Compensation, or Payroll analysis.
- Agility: Comfortable pivoting from complex financial modeling to operational HR tasks (interviewing, onboarding) as business needs dictate.
- Technical Proficiency: Advanced Excel skills are mandatory (VLOOKUP, Pivot Tables, financial modeling). Must be capable of managing large datasets with zero error rate.
- Analytical Mindset: Ability to translate complex data into actionable business insights (e.g., identifying turnover trends linked to compensation).
- Communication: Strong diplomacy skills; ability to explain data-driven no decisions to managers regarding out-of-band pay requests.
- Compliance: Deep understanding of local labor laws, tax implications of benefits, and statutory requirements.
