Compensation Manager, EMEA

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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:

• Design, implement, and administer compensation and total rewards programs across multiple EMEA and APAC countries, aligning with global strategy and local market practices.
• Manage base pay structures, incentive plans, and long-term equity programs—including private equity-based stock compensation.
• Conduct and analyze compensation surveys and benchmarking data to maintain competitiveness, focusing on high-demand functions such as product and engineering. Experience with Aon/Radford is a plus.
• Support all aspects of executive compensation, including plan design, benchmarking, governance, and preparing Compensation Committee materials.
• Administer equity compensation plans such as stock options, RSUs, and PRSUs, ensuring compliance across jurisdictions.
• Advise on salary recommendations, promotional increases, and offer packages, aligning with internal pay philosophy and external market data.
• Develop compensation structures and strategies for specialized talent segments, especially in high-growth tech roles.
• Collaborate with internal stakeholders to support talent acquisition, retention, and performance goals through compensation strategies.
• Partner with the Director, Global Compensation, to ensure global support, consistency, and assist with larger projects.
• Work with Payroll and Finance teams to ensure seamless processing and reporting of compensation.
• Conduct job evaluations, audits, and prepare job descriptions to ensure clarity, internal equity, and market alignment.
• Ensure compliance with regional labor laws, pay equity legislation, tax requirements, and governance standards.
• Support compensation data processes and reporting in Workday, ensuring data integrity and accessibility for analytics.

What You’ll Bring:

• Progressive compensation experience in a complex, global, matrixed organization, preferably in tech or high-growth sectors.
• Expertise in designing compensation strategies for high-impact functions like product management, software engineering, and R&D.
• Strong HRIS skills (Workday preferred) and advanced Excel proficiency, including data modeling and analytics.
• Excellent analytical and strategic thinking skills, with the ability to interpret data and provide actionable insights.
• Deep knowledge of EMEA compensation practices, labor laws, and regulatory environments.
• Experience with APAC compensation practices and regulations.
• Ability to build trust and collaborate with stakeholders at all levels, including HR, Legal, Finance, and leadership.
• Preferred: Experience with private equity compensation structures, M&A, IPO environments, and international tax/mobility issues.
• Preferred: Certifications like CCP or GRP, and knowledge of EMEA benefits and local regulations.
• Hands-on leadership style, capable of working strategically and transactionally with expertise in compensation, benefits, and HRIS systems.
• Strategic thinker with a systemic approach to business and organizational issues.
• Common sense with a logical, proactive approach to situations.
• Self-starter with strong project management, prioritization, and multitasking skills.
• Excellent communicator with strong written and oral skills, able to present ideas confidently.
• Strong analytical skills to interpret complex data and understand organizational implications.
• Organizational savvy to navigate workplace politics and relate to diverse personalities and work styles.

What We Bring:

Join our HR/Total Rewards team to accelerate your career, contributing to impactful projects. We offer formal and on-the-job learning, comprehensive benefits, and a collaborative environment.

Our Hybrid Model: We support work-life balance with a hybrid working model, requiring employees to be in the office at least two days per week to foster collaboration, innovation, and community connections.

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