Role Purpose
Lead and govern the Group’s Global Total Rewards strategy and People Analytics capabilities across all countries and entities. Ensure scalable, data-driven, and harmonized people processes that support growth, integration, operational excellence, and value creation.
Act as the Group owner of compensation frameworks, job architecture, workforce data, and people analytics, ensuring consistent standards while enabling appropriate local flexibility.
Key Responsibilities
1. Global Total Rewards Strategy
- Define and maintain the Group compensation philosophy and pay positioning.
- Design and govern global salary structures, grading, and job architecture frameworks.
- Lead annual salary review, bonus, and incentive cycles.
- Develop and govern STI and LTI programs.
- Manage executive compensation benchmarking.
- Ensure pay transparency and pay equity monitoring.
- Lead compensation harmonization following acquisitions.
2. Job Architecture & Organizational Effectiveness
- Own the global job architecture and levelling framework.
- Govern job creation, grades, titles, and organizational structures.
- Ensure consistency across the Group.
- Support organizational design initiatives.
- Provide workforce planning insights to leadership.
3. People Analytics & Workforce Intelligence
- Build a robust people analytics capability.
- Develop Executive Committee and Board HR dashboards.
- Establish predictive workforce analytics capabilities.
- Support strategic workforce planning processes.
4. Benefits Governance
- Define global benefits principles.
- Govern benefit benchmarking and competitiveness.
- Ensure compliance with local legislation and tax requirements.
5. M&A and Integration
- Lead Rewards due diligence activities.
- Harmonize grades & compensation frameworks structures post-acquisition.
- Develop scalable integration playbooks for future acquisitions.
Essential
- 10–15 years of experience in Global Rewards, HRIS, or People Analytics.
- Experience with Workday.
- Strong compensation and job architecture expertise.
- Experience supporting M&A integrations.
- Advanced workforce analytics and reporting capability.
Preferred
- (Private Equity) - backed environment.
- Manufacturing and Engineering businesses.
- Experience across Europe, Asia and North America.
Key stakeholders:
- Chief People Officer
- Chief Finance Officer
- Regional HR Directors
This structure combines the two capabilities that are typically most interdependent in a post-merger, PE-owned environment: Rewards and People Analytics.
As part of our CSR initiatives, employees are encouraged to participate in collaborative workshops focused on diversity, workplace well-being, biodiversity, and responsible procurement.
In accordance with our CSR policy and equal opportunity commitments, particular attention will be given to applications from candidates with disabilities whose qualifications and experience are equivalent.