Compensation & Benefits Manager (iGaming, onsite in Dubai)

Our client is an international corporate entity with offices in Bangkok, Dubai, and Malta, established to manage diverse operational functions. With a strong focus on iGaming domain, it also provides strategic advisory services in business growth, market expansion, and operational excellence.Reporting line: Head of Back OfficeLocation: Dubai - Onsite presence is requiredSalary range: Up to 4 - 6k USD monthlyCurrent or prior experience with iGaming companies is highly desired.Note:Please note that only shortlisted candidates will be contacted. Thank you for your kind understanding.Role DescriptionTheCompensation & Benefits (C&B) Manageris responsible for the design, implementation, and administration of the company's Total Rewards strategy. You will transition the organization from reactive pay decisions to a data-driven structure, ensuring our salaries remain competitive enough to attract talent while remaining sustainable for the bottom line.Crucially, this is a role for a specialist with a generalist's heart.We operate as a lean, agile HR team. While your core focus is C&B, you will be expected to step up and plug gaps during peak periods. Whether it's screening resumes during a hiring surge or assisting with general operations when the team is stretched, you are a "Company First" player who does what it takes to support the wider People function.Key Responsibilities:1. Daily & Weekly OperationsJob Pricing & Offers: Act as the primary advisor on compensation. Review job descriptions and provide specific salary bands based on current market data to ensure offers are competitive yet compliant.Benefits Administration: Manage complex employee inquiries regarding health insurance, leave policies, and equity. Troubleshoot escalations with insurance providers and brokers.Payroll Oversight: Audit payroll inputs to ensure bonuses, commissions, and deductions are 100% accurate before funds are released.Data Integrity: Maintain the "source of truth" in the HRIS. Ensure job titles, codes, and salary data are clean and accurate for reporting.2. Monthly & Quarterly AnalysisSales Commission Review: Validate sales performance data against the commission plan. Calculate payouts and flag anomalies or plan design issues.Vendor Management: Review service levels and claim utilization reports with insurance brokers and perk providers to identify cost-saving opportunities or service improvements.Headcount & Budget Tracking: Report to Finance on actual labor costs vs. budgeted costs, providing clear explanations for any variances.3. Annual Strategic CyclesThe Annual Salary Review: Lead the merit increase process. Design and manage the systems managers use to allocate raises and train them on communicating compensation decisions.Market Benchmarking: Manage the participation in and analysis of salary surveys (e.g., Radford, Mercer). Redefine salary bands annually to align with the targeted market percentile.Benefits Renewal: Lead negotiations with health insurance providers for the upcoming year to secure the best possible premiums and coverage.Bonus Scheme Design: Collaborate with executive leadership to design the Corporate Bonus Plan (KPIs, payout thresholds, and eligibility).4. Team Agility & Support (All Hands on Deck)Recruitment Surge Support: Step in during high-volume hiring periods to screen CVs, conduct first-round interviews, or manage scheduling bottlenecks.Generalist Backfill: Assist with general HR operations during leave absences or peak periods, including onboarding new hires, managing employee relations basics, or organizing company events.Cross-Pollination: Participate in final interviews for key roles to provide immediate perspective on offer negotiation and cultural fit.Qualifications and Experience:Experience: 5-7+ years in HR with a specific focus on Rewards, Compensation, or Payroll analysis.Agility: Comfortable pivoting from complex financial modeling to operational HR tasks (interviewing, onboarding) as business needs dictate.Technical Proficiency: Advanced Excel skills are mandatory (VLOOKUP, Pivot Tables, financial modeling). Must be capable of managing large datasets with zero error rate.Analytical Mindset: Ability to translate complex data into actionable business insights (e.g., identifying turnover trends linked to compensation).Communication: Strong diplomacy skills; ability to explain data-driven "no" decisions to managers regarding out-of-band pay requests.Compliance: Deep understanding of local labor laws, tax implications of benefits, and statutory requirements.Key Performance Indicators (KPIs)Budget Accuracy: Maintain actual labor costs within