Total Rewards

5 days ago

Quezon City, Philippines Neolytix Full time

Neolytix - Quezon City, National Capital Region, Philippines Total Rewards & Performance Manager Location: Quezon City, National Capital Region, Philippines One week ago • Be among the first 25 applicants Overview We are seeking a data-driven and strategically minded Strategic Compensation Specialist to bridge business goals with workforce performance. Design and run Neolytix’s pay-for-performance engine. Translate company/department goals into role-level incentive plans with clear metrics, guardrails, and ROI. Govern the full cycle—design, communication, tracking, reporting, and payout approval. Responsibilities Architect incentives: Build department- and role-level incentive frameworks tied to revenue, gross margin, quality, productivity, and client outcomes. Translate goals to plans: Convert departmental OKRs (incl. L2 “core” vs L3 “extra-mile”) into personal goal forms with weighted KPIs and payout curves. Model & size pools: Run scenario models to allocate bonus pools; set targets, thresholds, accelerators, and balance factors for risk/GM/collections. Define metrics: Standardize KPI definitions (e.g., DSO, denial overturn rate, FTR, QA, SLA adherence, ACV/TTV for sales) with data lineage and auditability. Governance & compliance: Establish plan docs, approval flows, audit logs, and cross-border compliance (US/India/PH); annual refresh cadence. Performance ops: Build dashboards (Power BI), monthly scorecards, and Q/Q payout recommendations; manage disputes and exceptions. Change management: Train managers, run plan rollouts, and communicate simply (one-pager plan summaries per role). Continuous improvement: A/B test plan design, remove metric gaming, and iterate based on effectiveness and fairness. Systems: Partner with HRIS/Finance to automate data feeds, validations, and payout files. Example work you’ll own RCM/AR/Denials: DSO reduction, net collections %, denial overturns, promise-to-pay throughput, productivity/quality blend. Credentialing/CVO: TAT by payer, first-pass approval %, rework rate, capacity planning. Contact Center / Patient Access: QA score, SLA, AHT with quality gates, occupancy/utilization, CSAT/NPS. Sales/Revenue: New logos/ACV with GM guardrails, time-to-revenue, expansion revenue with risk-adjusters. Corporate/Enabling: Project delivery milestones, on-time automation launches, cost-to-serve improvements. 90-day success outcomes Day 10: Inventory all current plans; publish metric dictionary; align payout calendar & RACI. Day 11-60: Ship v1 standardized templates (plan doc, KPI scorecard, payout calc & governance) across all major functions. Day 90: Pilot redesigned plans (e.g., RCM, Credentialing, Sales) and deliver first monthly performance dashboard + payout recommendation pack. Qualifications Must-have 7–10 years in Total Rewards/C&B and Performance Management with strong financial modeling and people analytics. Proven incentive design across multiple functions (ops + sales), ideally in BPO/ITES/healthcare services. Advanced Excel; confident in BI (Power BI/Tableau) and data QA Excellent plan documentation, stakeholder communication, and change management. Integrity, audit mindset, and comfort with sensitive data (HIPAA awareness a plus). Nice-to-have Experience implementing commission/bonus systems; HRIS reporting; familiarity with US pay rules. Exposure to AI-enabled ops or automation metrics. Powered by JazzHR Note: This listing may include internal references and non-essential lines that can be omitted for a clean, recruiter-friendly posting. #J-18808-Ljbffr

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