EMEAA Compensation & Benefits Manager

Global Compensation & Reward Strategy 

• Accountable for the development and delivery of global compensation and reward strategies & Policy that support the attraction, engagement and retention of talent and are aligned with the organisation’s overall people and business strategy. 

• Accountable for ensuring compensation practices promote internal equity, consistency and fairness across the organisation while remaining competitive within relevant markets and sectors. 

• Provide expert compensation advice and guidance to HR and business leaders, ensuring decisions are commercially appropriate and compliant with applicable statutory and regulatory requirements. 

• Accountable for the design, review and governance of incentive and reward plans, ensuring they effectively support business performance and desired employee behaviours. 

• Monitor market trends and emerging reward practices, challenging existing approaches and identifying opportunities to enhance the organisation’s overall reward philosophy and proposition. 

Job Architecture, Evaluation & Pay Structures 

• Accountable for the governance and continuous development of the global job evaluation framework, job architecture, job grades and salary ranges. 

• Ensure roles are appropriately evaluated and positioned within the organisation’s grading structure, supporting internal equity and consistency. 

• Accountable for the use of external market data and industry benchmarking to assess the competitiveness of roles, pay structures and reward practices. 

• Ensure salary ranges and compensation frameworks remain relevant to market conditions, sector requirements and the organisation’s evolving workforce. 

Global Benefits 

• Accountable for the global benefits strategy and proposition, ensuring benefits are competitive, appropriate to local markets and aligned with the organisation’s reward philosophy. 

• Accountable for the effective governance and oversight of employee benefits, including pensions and retirement arrangements, auto-enrolment and other statutory or company-sponsored benefits. 

• Ensure benefits are appropriately administered, periodically reviewed and continuously improved to deliver value for both employees and the organisation. 

• Develop and implement new benefit initiatives in partnership with HR, Payroll, Finance and other relevant stakeholders. 

• Contribute to the effective management of relationships with benefit brokers, consultants and providers, ensuring service quality, value and appropriate governance. 

Reward Cycles, Planning & Governance 

• Accountable for the effective delivery of key global compensation processes, including annual salary reviews, incentive processes and workforce compensation budgeting. 

• Ensure annual reward cycles are supported by robust market intelligence, workforce data, financial considerations and appropriate governance. 

• Provide accurate and timely compensation insight to support workforce planning, budgeting and strategic business decisions. 

• Establish and maintain appropriate governance, controls and documentation across compensation and benefits processes. 

Compliance & Risk 

• Accountable for ensuring the organisation remains informed of and responsive to global and local legislative and regulatory developments affecting compensation and benefits. 

• Proactively identify the potential impact of changes in legislation and recommend appropriate changes to policies, processes and reward practices. 

• Ensure compensation and benefits practices appropriately address requirements relating to areas such as pensions, pay equity, gender pay reporting, incentive arrangements, working time and other relevant employment legislation. 

• Identify and manage compensation and benefits risks, escalating material issues and providing recommendations to mitigate them. 

Employee & Stakeholder Experience 

• Accountable for ensuring compensation and benefits information is communicated clearly, consistently and effectively to employees and relevant stakeholder groups. 

• Partner with HR and business leaders to provide appropriate guidance and support on reward-related matters. 

• Ensure HR teams and relevant stakeholders understand and can effectively apply compensation and benefits policies, processes and initiatives. 

• Support the development of Manager and HR capability in relation to reward principles, processes and decision-making. 

Continuous Improvement & Reward Innovation 

• Accountable for identifying opportunities to improve the effectiveness, efficiency and employee experience of compensation and benefits processes. 

• Use market insight, employee feedback, data and emerging trends to inform recommendations and drive positive change. 

• Lead the implementation of agreed reward improvements and initiatives, ensuring effective collaboration across HR, Payroll, Finance and other relevant functions. 

• Promote a culture of continuous improvement, ensuring the organisation’s reward proposition evolves in response to business, workforce and market needs. 

Health, Safety & Environment 

• Duty to take care of own health and safety and that of others who may be affected by their actions at work. 

• Carry out assigned tasks and duties in a safe manner, in accordance with instructions, and comply with all Health, Safety & Environmental rules, policy, procedures, regulations and codes of practice. 

• Must also co-operate with management and co-workers. 

• Follow any instructions or health, safety & environmental training provided by the company and report any hazards, injuries or ill health that present a serious and imminent risk and any shortcomings you identify within your health and safety arrangements.   

Job Specific Education Required: 

• Degree qualified or equivalent HR qualifications.  

Work Experience Required: