Total Rewards & Performance Manager

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.  Powered by JazzHR