Compensation Manager

The ideal candidate for this position will succeed in this role if they have both knowledge and technical depth about the company and the industry. This is essential as they will be a central person in the decision making process, working with multiple individuals across different teams when necessary. As a result, they will also be overseeing specific personnel.

Responsibilities

• Support the design, implementation, and administration of compensation programs including Fixed Pay, Incentives , and Annual pay review cycles - in a multi country environment
• Employee Lifecycle changes: Promotions, Role movement, Cross Border movement etc
• Conduct compensation Benchmarking and Internal equity analyses to ensure market competitiveness and alignment with company philosophy.
• Partner with HR business partners and stakeholders to provide compensation insights, analyses, and recommendations for hiring, promotions, and role changes.
• Ensure compliance with applicable statutory, regulatory, and governance requirements related to compensation and reward practices.

Must‑Have

• Strong understanding of compensation fundamentals, including Fixed pay structures, Annual Increment cycles, incentives (STI), and internal pay parity concepts.
• Experience in compensation benchmarking, market data analysis, and internal equity reviews using survey data and Excel‑based tools.
• Ability to work with multiple stakeholders (HRBPs, Finance, Business leaders) and translate compensation data into clear insights and recommendations.
• High attention to detail, data integrity, and compliance with governance, internal policies, and applicable statutory requirements.

Good‑to‑Have

• Exposure to advanced compensation elements such as LTI, sales incentives, accelerators, or company performance modifiers.
• Country experience in Europe, APAC, Americas, MEA
• Familiarity with compensation surveys from providers such as Mercer, WTW, Aon, or equivalent.
• Experience supporting Board / NRC / senior leadership decks, including concise summaries and governance‑ready documentation.
• Knowledge of gender‑neutral pay practices, pay equity concepts, or statutory reporting requirements across geographies.

Qualifications

• Bachelor's degree or equivalent experience