Compensation Manager, EMEA Regulatory & Advisory in London

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The Compensation Manager, EMEA Regulatory & Advisory is an individual contributor responsible for independently supporting EMEA compensation regulatory reporting and serving as a hands‑on compensation partner to assigned business areas. This role prepares and manages recurring EMEA remuneration disclosures (including UCITS and MRT/Identified Staff requirements) and provides compensation analysis and guidance aligned with company philosophy and regional market practices.

Operating with minimal day‑to‑day oversight, the role partners closely with Compliance, Legal, HR Business Partners, Finance, and the broader Compensation team to deliver accurate reporting, sound compensation recommendations, and well‑documented, repeatable processes across EMEA entities.

• Company‑provided healthcare
• A generous annual leave allowance
• Flexible working options, including hybrid working arrangements
• Generous pension provisions
• Income protection
• Health and wellness benefits
• Volunteering days
• Enhanced parental leave
• Life insurance

• EMEA Regulatory Compensation Reporting
  • Independently prepare and coordinate EMEA compensation regulatory reporting, including UCITS, MRT/Identified Staff, and other entity‑level remuneration disclosures.
  • Apply established regulatory criteria to identify MRT/Identified Staff populations and maintain clear supporting documentation.
  • Compile, reconcile, and validate compensation data to ensure accuracy, completeness, and audit readiness.
  • Partner with Compliance, Legal, HR, and Finance to interpret requirements, confirm data assumptions, and resolve reporting questions.
  • Maintain reporting trackers, timelines, and process documentation for recurring regulatory deliverables.
  • Support internal reviews, audits, and regulatory inquiries by providing data, analysis, and explanations as needed.
• Compensation Partner Support (EMEA)
  • Act as a compensation partner for assigned EMEA business groups, providing guidance on compensation matters within established frameworks.
  • Conduct compensation analyses for new hires, promotions, job changes, and internal mobility.
  • Support job evaluations and market pricing using approved methodologies and survey data.
  • Assist with annual compensation cycles, including salary review and incentive planning processes.
  • Respond to compensation‑related questions from HR Business Partners and managers, escalating more complex issues appropriately.
  • Ensure recommendations align with compensation guidelines, pay equity principles, and local market practices.
• Data Quality, Governance & Process Improvement
  • Ensure compensation data accuracy and consistency across systems, reports, and regulatory submissions.
  • Maintain and update templates, reporting files, and process documentation.
  • Identify data issues, process gaps, or inefficiencies and recommend practical improvements.
  • Support compensation governance standards, documentation requirements, and internal controls.
  • Contribute to ad hoc compensation projects and regional/global initiatives as required.

• Experience delivering EMEA remuneration and regulatory compensation reporting in a regulated financial services environment (e.g., UCITS, MRT/Identified Staff).
• Demonstrated ability to independently own end‑to‑end remuneration disclosures, ensuring accuracy, governance, and audit readiness.
• Strong background providing compensation advisory support across hiring, promotions, role changes, and internal mobility.
• Confident partnering with Compliance, Legal, HR Business Partners, and Finance within complex regulatory frameworks.
• Solid understanding of job evaluation, market pricing, and compensation structures across EMEA markets.
• Highly analytical with strong attention to detail; experienced in data validation, reconciliation, and control checks.
• Proven capability to maintain robust documentation, reporting trackers, and repeatable processes.
• Comfortable operating as a self‑directed individual contributor with sound judgment and a strong risk and control mindset.

Applicants who opt in to the Disability Confident Scheme and meet the ‘minimum criteria’ for the role will be offered an interview. We are committed to providing an inclusive recruitment process for all candidates who make an application. By opting‑in to this scheme, applicants will be disclosing that they have a disability solely for the purpose of the Disability Confident Scheme. The Disability Confident Scheme only guarantees an interview – it does not automatically mean that applicants interviewed will gain employment with Invesco at that time.