Sr Manager Rewards

Position: Sr Manager Total Rewards
Location: Panjim

Total Rewards Leader - Asia

Visteon is a global automotive technology leader, advancing mobility through innovative technology solutions that enable a software-defined future. The company's state-of-the-art product portfolio merges digital cockpit innovations, advanced displays, AI-enhanced software solutions, and integrated EV architecture solutions. With expertise spanning passenger vehicles, commercial transportation, and two-wheelers, Visteon partners with global automakers to create safer, cleaner, and more connected journeys. Founded in 2000, the company employs 10,000 employees in 18 countries around the globe.

In 2024, Visteon recorded annual sales of approximately $3.87 billion and secured $6.1 billion in new business. To know more about us, visit  .

Mission of the Role :
To increase business performance by designing compensation programs and policies that will inspire our leaders to perform and bring their best. Provide thought leadership and product innovation to ensure the pay programs are market leading to effectively retain and attract senior level leadership talent.

Key Objectives of this Role:

Executive Compensation
Strategize, establish, and govern global executive compensation and equity programs aligned to business priorities, market trends, and company strategic objectives.
Assess the effectiveness of existing compensation practices and programs; recommend plan revisions and design new structures that provide leaders the opportunity to earn above-market total compensation when aligned with high business performance.
Ensure robust policy governance, pay equity frameworks, and absolute compliance with plan documents, accounting standards, and tax requirements.
Incentive Program Design & Effectiveness
Design, optimize, and develop various short-term incentive programs and long-term incentive (LTI) structures focusing on desired business outcomes.
Partner closely with the Global Total Rewards Leader, Finance, and key internal teams to model financial implications, establish payout curves, and ensure clear alignment of executive rewards with the financial performance of the company.
Monitor program ROI, adoption, and payout-to-performance alignment to ensure plans inspire leaders to perform and bring their best.
Board Governance & Proxy Disclosure
Lead the end-to-end development, preparation, and review of comprehensive materials for the Compensation Committee of the Board of Directors.
Oversee the annual Proxy Statement production concerning executive compensation, with a dedicated focus on crafting the Compensation Discussion and Analysis (CD&A) and ensuring compliance with SEC disclosure requirements.
Coordinate and manage active relationships with external compensation consultants and proxy advisors (ISS / Glass Lewis) to ensure positive proxy recommendations and favorable Say-on-Pay voting outcomes.
Stakeholder Enablement, Recognition & Branding
Enhance the perceived value of total compensation programs by creating and implementing comprehensive, high-impact communication strategies.
Lead the strategic implementation of global recognition programs to drive better employee engagement, attraction, and retention across diverse, geographically dispersed teams.
Provide senior leadership with transparent frameworks, market insights, and data-driven decision tools that strengthen executive reward governance.

Key Performance Indicators:

Achieve 100% alignment between Executive Compensation/Incentive programs and company financial performance metrics.
Secure positive ISS/Glass Lewis proxy recommendations and achieve target approval rates on Say-on-Pay votes.
Optimize executive talent attraction and retention metrics through market-competitive program designs.

Key Year One Deliverables:

Deliver a clear alignment of Executive Compensation and LTI frameworks with the financial performance of the company.
Ensure seamless execution of the Compensation Committee cycle and the publication of an audit-ready, compliant annual Proxy Statement.

Qualification,

Experience and Skills:

Bachelor's degree required; MBA or advanced HR certification preferred.
8+ years of progressive compensation and total rewards experience, with a specialized focus on executive compensation within a multinational or publicly traded environment.
Demonstrated expertise in structuring effective short-term and long-term incentive programs for diverse and geographically dispersed teams.
Strong financial acumen, market benchmarking capabilities, and deep knowledge of government regulations relating to executive compensation, equity compliance, and local laws.
Proven ability to collaborate cross-functionally, manage complex projects, and utilize strong data analytics to present information effectively to top management, larger employee groups, and the Board of Directors.
Technical proficiency in HR systems, internal data tools, advanced Excel, and advanced PowerPoint presentation and storytelling.

Key Leadership Behaviors:

Lead from the Front
Inspire Change
Build Strong…