Compensation & Benefits Manager

Overview

Strategic & Technical Leadership

• **Job Architecture & Evaluation:**
• Act as the in-house subject matter expert (SME) on the

Korn Ferry Hay Guide Chart-Profile Method

• .
• Lead and govern the job evaluation and leveling process to ensure internal equity and a robust, defensible job architecture.
• **Methodology Governance:**
• Oversee the integrity of our compensation framework, ensuring the Korn Ferry/Hays methodologies are applied consistently across all business units and regions.
• **Training & Enablement:**
• Train and empower People Manager's and line managers on compensation philosophy, job evaluation principles, and the correct application of our C&B frameworks.
• **Global Compensation Strategy:**
• According to Group guidelines,
• provide support in design, implementation, and manage all compensation programs, including base salary structures, short-term and long-term incentive plans (STIP/LTIP), and sales incentive plans, ensuring alignment with global strategy and local market competitiveness.
• **Executive Compensation:**
• Partner with external consultants on executive compensation analysis, benchmarking, and preparation of materials for the Remuneration Committee.

Operational Management

• **Annual Cycles:**
• Lead the local annual compensation review process ( budgeting and cost management of country employees, merit, bonus, and equity cycles), ensuring seamless execution, data integrity, and alignment with budget.
• **Benchmarking & Market Analysis:**
• Manage relationships with external survey providers (including Korn Ferry and Hays).
• Analyze local market data to assess the competitiveness of our total rewards package and recommend data-driven adjustments.
• **Benefits & Wellness:**
• Oversee the strategic management of local benefits and wellness programs.
• Partner with local teams and brokers to ensure programs are cost-effective, compliant, and valued by employees.
• **Compliance & Pay Equity:**
• Ensure all compensation and benefits programs comply with group practice and local legal requirements.
• Proactively conduct pay equity audits (using frameworks like the Hays methodology for equal pay reviews) and develop strategies to address any identified gaps.
• **Vendor & Consultant Management:**
• Manage the relationships, performance, and budgets for all C&B-related vendors, including benefits brokers and methodology consultants (Korn Ferry, Hays, etc.).

Essential Experience & Knowledge

• **Experience:**
• A minimum of 10 years of progressive experience in Compensation & Benefits, with at least 5 years in a managerial role within a large-scale

Multinational Corporation (MNC)

• .
• **Methodology Expertise:**
• Mandatory, expert-level experience
• in job evaluation and job architecture design using the

Korn Ferry Hay Guide Chart-Profile Methodology

• .
• Must be able to conduct and defend complex job evaluations at all levels of the organization.
• **Regional Exposure:**
• Proven experience managing C&B programs across multiple international regions e.g.
• EMEA, demonstrating a deep understanding of varying cultural norms, legal requirements, and market practices.
• **Technical Skills:**
• Advanced quantitative and analytical skills with the ability to model complex compensation scenarios and present data-driven insights to senior executives.
• **Executive Compensation:**
• Demonstrable experience supporting executive compensation programs and preparing analyses for Remuneration Committee review.

Desirable Experience

• **Consulting & Multinational Company Background:**
• With exposure to structured processes, cross-functional collaboration and global best practices.

Experience

• working with major rewards consulting firms (e.g., Korn Ferry, Hays, Mercer, or Willis Towers Watson) is highly desirable.
• **Certifications:**
• Professional certification such as CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional).
• **HRIS Knowledge:**

Experience

• with major HRIS platforms (e.g., SuccessFactors) and their advanced compensation modules.
• Competencies and Skills
• **Strategic Mindset:**
• Ability to anticipate future trends, and link total rewards strategy directly to business goals.
• **Leadership & Influence:**
• Proven ability to influence senior stakeholders, including C-suite executives and People leadership.
• **Stakeholder Management:**
• A strong "internal consultant" and partner to People Manager's and business leaders; able to explain complex C & B concepts with clarity and confidence.
• **Project Management:**
• Exceptional organizational skills with the ability to manage multiple complex, high-impact projects simultaneously (e.g., annual salary review, job leveling project).
• **Communication:**
• Flawless written and verbal communication skills; able to build compelling business cases and present to senior audiences.
• **Resilience & Discretion:**
• Ability to thrive in a fast-paced, high-pressure environment while handling highly sensitive and confidential information with absolute discretion.

Education

• Bachelor's degree in Human Resources, Finance, Business Administration, or a related field.
• Master’s degree (MBA, MSc) is preferred.
• If you’re passionate about building fair, data-driven and scalable reward programs that shape employee experience and organizational success — Apply now!