Compensation & Benefits (C&B) Manager

We are seeking a dynamic and experienced Compensation & Benefits (C&B) Manager to lead and oversee, in collaboration with the Global Compensation & Benefits Team, the implementation of European Pay Transparency, Global Job Architecture, and ensure that all related policies, processes, and systems align with local, regional, and global standards. The ideal candidate will be responsible for driving compliance, supporting strategic business goals, and maintaining an equitable and competitive compensation structure across multiple regions.

This role requires an individual who can partner with both finance and HR to analyze and optimize compensation structures, ensure legal compliance, and drive the integration of new roles, policies, and compensation programs to meet the needs of a growing organization.

Responsibilities

• Lead the development and implementation of European pay transparency policies and practices in alignment with local labor laws and global standards.
• Ensure job architecture supports Pay Transparency requirements offering competitive and equitable compensation structures.
• Drive gender neutrality in pay, ensuring compliance with both local laws and global best practices.
• Perform detailed gap analyses to identify discrepancies in pay structures, both within and between countries, and recommend solutions.
• Provide guidance on country-specific applications of global compensation policies, accounting for local nuances, labor laws, and local market competitiveness.
• Develop and maintain a consistent pay structure across the country always in alignment with the Region / Global and ensure accurate documentation for compliance and audits are available.
• Conduct regular audit management, including documentation of findings and compliance with GDPR.
• Policy Development & Revision : Review and revise local compensation policies, ensuring consistency across all geographies and alignment with the company's growth strategy.
• Support the creation and revision of compensation policies, integrating changing regulations and evolving business needs.
• Maintain clear documentation of all policies, processes, and compliance requirements to ensure readiness for audits and legal checks.
• Design and implement a regular review process to ensure continued alignment of compensation structures with legal and market changes.
• Training & Development : Design and deliver training programs to educate managers and HR teams on compensation practices, pay transparency, and new policy changes.
• Regularly update and refresh training materials based on changes in compensation regulations and internal processes.
• Provide compensation education to employees to increase understanding of pay structures, benefits, and career progression.
• Legal Compliance & Risk Management : Stay up-to-date with changes in labor laws, tax policies, and other relevant legislation, ensuring full compliance in each jurisdiction.
• Ensure GDPR compliance in the management of compensation and benefits data.
• Support internal audits and provide recommendations for improvements or adjustments based on audit findings.
• Manage audit requirements by ensuring thorough documentation and preparation for external and internal reviews.
• Strategic Partnership & Communication : Collaborate closely with the Business, Finance, Legal, and HR teams to ensure alignment with the Business Strategy and alignment between compensation structures, budget setting, and tax optimization.
• Partner with external providers to evaluate and negotiate compensation-related services, conducting cost analysis and ROI assessments.
• Manage internal communications regarding compensation, benefits, and new policies, ensuring clarity and transparency for all stakeholders – in collaboration with the Global Compensation and Benefits Team.
• Support business growth by addressing and anticipating compensation implications related to expansion and role changes.
• Compensation & Benefits Optimization : Develop strategies for tax optimization, including programs for pension contributions, social security, and other benefits across multiple jurisdictions.
• Monitor and review the competitiveness of bonus structures and bonus target practices, ensuring alignment with company culture and market trends.
• Collaborate with leadership to understand salary scales and cost implications tied to the hiring of new employees and role progression.
• Manage flex benefits packages, optimizing them for tax efficiency and employee wellness.
• Leadership & Team Collaboration : Provide ongoing leadership to internal stakeholders, ensuring consistent application of compensation and benefits policies and frameworks.
• Act as a subject matter expert in compensation-related matters, particularly in areas such as job architecture, pay transparency, and tax optimization.
• Foster a collaborative environment between Compensation & Benefits, HR, Legal, and Finance teams to enhance overall strategic decision-making.
• Annual Review & Planning : Refresh and review compensation strategies annually, ensuring alignment with any changes in local and global regulations or company policies.
• Conduct an annual review of salary benchmarks, gender pay audits, and compensation structures, making necessary adjustments based on market conditions.
• Evaluate and integrate new roles or changes in job hierarchies, ensuring that policies reflect these shifts appropriately.
• Special Projects & Additional Responsibilities : Lead efforts for temporary workforce transitions to permanent roles, managing benefit offerings, housing, family hiring opportunities, and other related packages.
• Design and implement programs related to graduates and funding, preparing business cases for career development and compensation.
• Contribute to the budget setting process, ensuring that C&B considerations are incorporated into financial planning.
• Ensure job calibration for accurate benchmarking, using both internal data and external surveys to set appropriate pay scales.
• Anticipate growth implications on C&B, making recommendations on new hires, promotions, or reorganizations.
• Oversee AIP (Annual Incentive Plan) development, ensuring transparency in calculations and competitive alignment with industry standards.
• Monitor health insurance plans and propose cost mitigation strategies where appropriate.

Qualifications

Additional Information

Why Join Us?

We offer a dynamic, inclusive environment where your ideas and expertise are valued. You will have the opportunity to drive meaningful change across the organization and make a direct impact on our employees' compensation and benefits experience. Join us to be part of a forward-thinking, growth-oriented company committed to the development of our people and their long-term success.

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