HR Director

1 week ago

Quezon City, National Capital Region, Philippines Neolytix Full time ₱120,000 - ₱180,000 per year

Job Summary
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.

Key Responsibilities

What you'll do

  • 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. your 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 (your friendlier term vs "decelerators") 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 (by function)

  • 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.

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