Total Rewards & Performance Manager

Quezon City, Metro Manila, Philippines
Full Time
Mid Level

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. 

Share

Apply for this position

Required*
We've received your resume. Click here to update it.
Attach resume or Paste resume
Attach resume as .pdf, .doc, .docx, .odt, .txt, or .rtf (limit 5MB) or Paste resume

Paste your resume here or Attach resume file

Human Check*