JOB SUMMARY

The Senior Compensation Manager will oversee the delivery of a professional and effective compensation service for designated Lines of Business, Support Functions, and select countries across EMEA. This role entails driving the development and implementation of tailored, commercially focused solutions and programmes that align with business objectives and regional needs.
Partnering with HRBP’s, other HR COE’s and Global Compensation teams this role will provide advice and guidance on the delivery of compensation initiatives/policies/processes.
This role will be responsible for delivering proactive compensation support to Country HR Heads, Line of Business leaders, and local HR teams, ensuring alignment with company policies and maintaining accountability to the VP of International DEI and EMEA Total Rewards. Additionally, the role will support cross-LOB compensation initiatives and region-wide projects, driving consistency and impact across all countries within the EMEA region.
As one of the senior members of the team, the Senior Manager will help develop the talented team of Analysts alongside the other managers. They will need to be able to work with autonomy and deal with multiple diverse stakeholders within their own function and the wider business.
This is an office-based role. You will work four days in the Hammersmith, London office and one day from home.

THE EXPERIENCE & SKILLS WE REQUIRE FROM YOU:

• Degree level or equivalent qualification
• Demonstrable experience in Compensation at the Senior Manager level
• Proven experience of working in a multi-national, fast-paced, progressive commercial organisations
• Experience or partnering with Senior Executives
• Experience of team management would be highly desirable
• Working experience with compensation & benefits employee data maintenance of an HRIS system (preferably, Success Factors).
• Proficiency in/knowledge of compensation & benefits consultancy reporting tools and surveys would be an advantage
• A proficiency in/experience using HR Information Systems (Success Factors, Workday or SAP or) would be an advantage
• Strong numerical and analytical skills is a necessity
• Demonstratable Commercial knowledge and understanding
• Evidence of having successfully program managed large, complex projects or programs, achieving satisfaction & timeline objectives.
• Strong communication skills in the presentation of plans for review and approval, and in communication of plans to managers and employees.
• Specific EMEA experience would be highly advantageous
• Advanced Microsoft Excel proficiency is essential
• High level of IT literacy and use of Microsoft Office packages would be an advantage

• Work in partnership with equivalent peers in the US offices (NYC and LA) in order to establish efficient compensation processes which align global initiatives with local practice.
• Identify, design, gain necessary approval and implement tailored reward solutions within agreed operating frameworks.
• Act as an ‘Internal Consultant’ for assigned Business Areas on all projects/initiatives with a compensation impact.
• Act as ‘Subject Matter Expert’ for identified area: consult and advise local HR during business case development and take forward to US for approval
• Act as ‘Process Owner’ for identified area: Manage the development, maintenance and continuous improvement of process for the entire Region working with key stakeholders to achieve successful end to end delivery.
• Working closely with the business and local HR, manage the deal development/negotiations on all Executive packages (Director & above) using local benchmarking information and working within the agreed approval matrix
• Work with local HR in the development and/or maintenance of salary ranges for the Region.
• Develop and/or maintain external networks at a Regional level to act efficiently as an expert in trends and comp initiatives for the EMEA market. Suggest changes if appropriate to Country HR.
• Apply commercial thinking and an understanding of the business and HR to provide pragmatic and informed HR solutions and ideas which meet both the business needs and fit with the HR agenda
• Monitor the competitiveness of Regional compensation plans and work with local HR to ensure legal compliance where necessary. Following the Global approval matrix make recommendations for change as necessary.
• Line management of two analysts, including responsibility of work delegation and development, including performance reviews.