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- Tasks: Lead compensation strategies across EMEA, ensuring alignment with global objectives and local regulations.
- Company: Join Mimecast, a tech leader focused on cybersecurity and employee impact.
- Benefits: Enjoy a hybrid work model, comprehensive benefits, and opportunities for professional growth.
- Why this job: Make a real difference in talent retention while working in a dynamic, collaborative environment.
- Qualifications: Experience in global compensation, strong analytical skills, and familiarity with HRIS systems required.
- Other info: We celebrate diversity and welcome applicants from all backgrounds.
The predicted salary is between 72000 - 108000 ÂŁ per year.
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About The Position
As the
Description
Compensation Manager, EMEA
About The Position
As the Compensation Manager, EMEA, you will lead the execution of compensation and total rewards strategies across the region, ensuring alignment with global objectives, local regulations, and market competitiveness. You’ll work closely with HR, Finance, and business leaders to deliver high-impact, data-driven compensation solutions that attract, retain, and reward top talent across EMEA and APAC.
What You’ll Do
- Designing, implementing, and administering compensation and total rewards programs across multiple EMEA and APAC countries in alignment with global strategy and local market practices.
- Managing base pay structures, incentive plans, and long-term equity programs—including private equity-based stock compensation.
- Conducting and analyzing compensation surveys and benchmarking data to maintain a competitive market position, with specific focus on high-demand functions such as product and engineering. Experience with Aon/Radford is a plus.
- Supporting all aspects of executive compensation, including plan design, market benchmarking, governance, and preparation of Compensation Committee materials.
- Administering equity compensation plans such as stock options, RSUs, and PRSUs, including grants, vesting, and regulatory compliance across jurisdictions.
- Advising on salary recommendations, promotional increases, and offer packages, ensuring alignment with internal pay philosophy and external market data.
- Developing compensation structures and strategies tailored to specialized talent segments, including high-growth tech roles in product and engineering, with a focus on competitiveness and alignment.
- Collaborating with internal stakeholders to ensure compensation strategies support talent acquisition, retention, and performance goals.
- Partnering closely on an ongoing basis with Director, Global Compensation to ensure global support, consistency, and provide support for larger projects.
- Partnering with Payroll and Finance teams to ensure seamless processing and reporting of compensation across all supported countries.
- Conducting job evaluations, audits, and preparing job descriptions to ensure clarity, internal equity, and market alignment.
- Ensuring ongoing compliance with regional labor laws, pay equity legislation, tax requirements, and corporate governance standards.
- Supporting compensation-related Workday data processes and reporting, ensuring integrity and accessibility for analytics and decision-making.
What You’ll Bring
- Good wealth of progressive compensation experience in a complex, global, matrixed organization, ideally in the technology or high-growth sector.
- Expertise in designing compensation strategies for high-impact functions such as product management, software engineering, and R&D.
- Strong technical skills with HRIS systems (Workday preferred) and advanced proficiency in Excel; comfort with data modeling, dashboards, and compensation analytics.
- Excellent analytical and strategic thinking skills; ability to interpret data and translate insights into actionable recommendations.
- Deep understanding of EMEA compensation practices, labor laws, and local regulatory environments.
- Experience with APAC compensation practices, labor laws, and local regulatory environments.
- Ability to build trust and collaborate effectively with stakeholders at all levels, including HR, Finance, Legal, and Executive leadership.
- Preferred: Demonstrated experience with private equity compensation structures, including equity grants, exit/vesting models, and co-investment plans.
- Preferred: Professional certifications (CCP or GRP); experience in M&A or IPO environments; familiarity with international tax and mobility compensation issues.
- Preferred: knowledge of EMEA benefits, including best practices and local regulatory requirements to support global Benefits team.
HR Competencies
- Hands-on, roll-up-the-sleeves leadership style. Work both on the strategic and detailed transactional level with a strong understanding of and demonstrated expertise within the areas of compensation, benefits, and HRIS systems.
- Strategic Thinker. Ability to think and act at a systemic level. Understands broad business and organizational issues. Is able to apply concepts and theory to real business issues to address both short and long term realities.
- Common Sense. Has a solid understanding of business models, P&Ls, organizations and people. Deals with situations in a logical and proactive manner. Knows when to ask for help.
- Gets things done. A self-starter, who can execute strong project management skills and has the ability to prioritize and multi-task.
- Excellent Communicator. Very strong written and oral communication skills who presents information in a concise yet compelling way along with an executive presence. Bring to the table an ability to present ideas and points of view with a level of comfort.
- Analytical Skills. Reason through complex business/product information to understand organizational implications. Work through a variety of views that lead to the most effective solution. Able to work through financial information with strong attention to detail.
- Organizational Savvy. Does not play politics but understands the politics of an organization. Is able to understand nuance and has well developed instincts as to appropriate response in a variety of situations. Relates and works with a variety of personality types and work styles across all levels of the organization
What We Bring
Join our HR/Total Rewards team to accelerate your career journey, contributing to projects that have real employee impact. You will be immersed in a dynamic environment that recognizes and celebrates your achievements.
Mimecast offers formal and on-the-job learning opportunities, maintains a comprehensive benefits package that helps our employees and their family members to sustain a healthy lifestyle, and importantly – working in cross functional teams to build your knowledge!
Our Hybrid Model: We provide you with the flexibility to live balanced, healthy lives through our hybrid working model that champions both collaborative teamwork and individual flexibility. Employees are expected to come to the office at least two days perweek, because working together in person:
Fosters a culture of collaboration, communication, performance and learning
- Drives innovation and creativity within and between teams
- Introduces employees to priorities outside of their immediate realm
- Ensures important interpersonal relationships and connections with one anotherand our community!
DEI Statement
Cybersecurity is a community effort. That’s why we’re committed to building an inclusive, diverse community that celebrates and welcomes everyone – unless they’re a cybercriminal, of course.
We’re proud to be an Equal Opportunity and Affirmative Action Employer, and we’d encourage you to join us whatever your background. We particularly welcome applicants from traditionally underrepresented groups.
We consider everyone equally: your race, age, religion, sexual orientation, gender identity, ability, marital status, nationality, or any other protected characteristic won’t affect your application.
Due to certain obligations to our customers, an offer of employment will be subject to your successful completion of applicable background checks, conducted in accordance with local law.
Seniority level
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Seniority level
Mid-Senior level
Employment type
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Employment type
Full-time
Job function
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Job function
Human Resources
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Industries
Technology, Information and Internet
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Compensation Manager, EMEA employer: DMARC Analyzer (Acq. by Mimecast)
Contact Detail:
DMARC Analyzer (Acq. by Mimecast) Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Compensation Manager, EMEA
✨Tip Number 1
Familiarise yourself with the latest trends in compensation management, especially within the technology sector. Understanding how companies are structuring their compensation packages can give you an edge in discussions during interviews.
✨Tip Number 2
Network with professionals in the HR and compensation field, particularly those who have experience in EMEA and APAC markets. Engaging with industry peers can provide valuable insights and potentially lead to referrals.
✨Tip Number 3
Brush up on your analytical skills, particularly in Excel and HRIS systems like Workday. Being able to demonstrate your proficiency in data analysis during the interview will show that you're well-prepared for the role.
✨Tip Number 4
Prepare to discuss specific examples of how you've successfully implemented compensation strategies in previous roles. Highlighting your hands-on experience will help you stand out as a candidate who can deliver results.
We think you need these skills to ace Compensation Manager, EMEA
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in compensation management, particularly in complex, global organisations. Emphasise your expertise in designing compensation strategies for high-impact functions like product management and software engineering.
Craft a Compelling Cover Letter: In your cover letter, demonstrate your understanding of EMEA compensation practices and local regulatory environments. Use specific examples from your past roles to illustrate how you've successfully implemented compensation strategies that align with business objectives.
Showcase Analytical Skills: Highlight your analytical skills by discussing your experience with data modelling and compensation analytics. Mention any tools or systems you’ve used, such as HRIS systems like Workday, to support your claims.
Demonstrate Communication Skills: Since excellent communication is key for this role, provide examples of how you've effectively communicated compensation strategies to stakeholders at various levels. This could include presentations, reports, or collaborative projects.
How to prepare for a job interview at DMARC Analyzer (Acq. by Mimecast)
✨Showcase Your Analytical Skills
As a Compensation Manager, you'll need to demonstrate strong analytical abilities. Be prepared to discuss how you've used data to inform compensation strategies in the past. Bring examples of how your insights led to actionable recommendations.
✨Understand EMEA Compensation Practices
Familiarise yourself with the specific compensation practices and labour laws across EMEA. During the interview, highlight your knowledge of local regulations and how they impact compensation strategies, as this will show your readiness for the role.
✨Communicate Effectively
Excellent communication skills are crucial for this position. Practice articulating your thoughts clearly and concisely. Be ready to present complex compensation concepts in an understandable way, as you’ll need to collaborate with various stakeholders.
✨Demonstrate Strategic Thinking
Prepare to discuss how you approach compensation from a strategic perspective. Share examples of how you've aligned compensation strategies with broader business objectives, showcasing your ability to think at a systemic level.
