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- Tasks: Lead compensation strategy and design across Europe in a dynamic financial services environment.
- Company: Join a leading financial services firm with a focus on innovation and compliance.
- Benefits: Attractive salary, comprehensive benefits, and opportunities for professional growth.
- Why this job: Shape competitive pay structures and make a real impact on talent retention.
- Qualifications: 10+ years in compensation management, preferably in financial services.
- Other info: Collaborative team culture with a focus on continuous improvement and career development.
The predicted salary is between 43200 - 72000 £ per year.
The role will lead the compensation strategy, design, governance, and delivery across Europe, including executive remuneration, annual and long-term incentives, job architecture and salary structures, ensuring practices are competitive, compliant, equitable, and aligned to business objectives in regulated financial services.
Accountabilities:
- Regional Compensation Strategy and Design: Own the development and maintenance of regional salary structures and job architecture within the global framework, ensuring alignment with global standards while adapting to local market conditions and regulatory requirements. Drive regional benchmarking, pay modelling, and competitive analysis to support talent attraction and retention, partnering closely with global teams to execute annual cycle parameters and maintain governance consistency.
- Annual Compensation Year-end Process: Lead the regional execution of the annual compensation cycle, including modelling, calibration, risk adjustment, and communication. Oversee data integrity and reporting for the region, and collaborate with global teams on system enhancements and process automation to improve efficiency and accuracy.
- Executive Compensation & Governance: Implement executive pay frameworks across the region, tailoring them to local compliance and cultural nuances. Provide strategic input for Remuneration Committee and Board reporting, ensuring accurate regional disclosures and alignment with global governance standards.
- Financial Management: Partner with finance to ensure that the annual compensation expense remains within plan and annual forecasting incorporates compensation planning. Work will also involve working with HR team and finance on financial regulatory reports (FINREP) and the annual financial statements, as applicable.
- Regulatory Compliance & Risk Management: Partner with the Europe HR Regulatory and Risk team to manage the MRT identification process and produce and deliver complete and accurate regulatory reports and disclosures and ensure compliance with applicable laws and regulatory requirements. Maintain audit-ready documentation and lead responses to regulatory reviews, embedding robust governance and risk controls into all compensation processes.
- Stakeholder Engagement & Advisory: Serve as the regional subject matter expert for compensation, advising HR Talent Consultants, and senior leaders on pay decisions and market trends and act as a point of contact for compensation escalations ensuring that escalations are handled in a timely and efficient manner. Influence stakeholders with clear insights on regulatory risks, competitive positioning, and pay-for-performance alignment to support strategic business objectives.
- Team Leadership: Manage and develop the regional compensation team, building expertise in compensation, executive pay, regulatory compliance, and analytics. Foster a culture of continuous improvement and capability building across compensation practices.
Experience required:
- Generally, the role requires a degree or equivalent but candidates with exceptional experience without a qualification to degree level will be considered.
- Minimum of 10 years' experience in compensation management, preferably within the financial services.
- Demonstrable proven success in the design, operation and management sales incentive plans.
- Practical knowledge and understanding of key European compensation legal and regulatory topics applicable to credit institutions and investment firms.
- Experience in developing, implementing, and managing risk and compliance associated with frameworks, policies, and procedures.
- Proven track record of designing communications to senior executives and broader employee communications.
- Demonstrable experience of interaction, influencing and reaching agreed upon solutions at management and executive levels.
- Proven track record of working independently on their own initiative and delivering practical outcomes to a professional standard.
- Proven to be resilient and able to handle multiple priorities, meeting deadlines whilst maintaining high work standards, with impeccable attention to detail in performance of all tasks.
- Experience in managing different stakeholders including second and third lines of defense.
- Collaborative approach with strong emphasis on delivery and execution.
Compensation Manager in London employer: U.S. Bank
Contact Detail:
U.S. Bank Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Compensation Manager in London
✨Tip Number 1
Network like a pro! Reach out to folks in the industry, attend events, and connect on LinkedIn. You never know who might have the inside scoop on job openings or can put in a good word for you.
✨Tip Number 2
Prepare for interviews by researching the company and its compensation practices. Be ready to discuss how your experience aligns with their needs, especially in areas like regulatory compliance and stakeholder engagement.
✨Tip Number 3
Showcase your expertise! Bring examples of your past successes in compensation management to the table. Highlight your ability to influence stakeholders and manage complex projects effectively.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive about their job search.
We think you need these skills to ace Compensation Manager in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of Compensation Manager. Highlight your experience in compensation management, especially within financial services, and showcase any relevant achievements that align with the job description.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this role. Mention specific experiences that demonstrate your expertise in compensation strategy and stakeholder engagement.
Showcase Your Analytical Skills: Since the role involves data integrity and reporting, make sure to highlight your analytical skills. Share examples of how you've used data to drive decisions in previous roles, particularly in compensation modelling or benchmarking.
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It helps us keep track of your application and ensures you don’t miss out on any important updates from us!
How to prepare for a job interview at U.S. Bank
✨Know Your Numbers
As a Compensation Manager, you'll need to be comfortable with data. Brush up on your knowledge of salary structures, benchmarking, and pay modelling. Be ready to discuss how you've used data in past roles to influence compensation strategies.
✨Understand Regulatory Requirements
Familiarise yourself with the key European compensation legal and regulatory topics relevant to financial services. Prepare examples of how you've navigated compliance issues in previous positions, as this will show your ability to manage risk effectively.
✨Showcase Your Stakeholder Engagement Skills
This role involves a lot of interaction with senior leaders and HR teams. Think of specific instances where you've influenced decision-making or resolved conflicts. Highlight your communication skills and how you tailor your messages for different audiences.
✨Demonstrate Leadership and Team Development
Be prepared to discuss your experience in managing and developing teams. Share examples of how you've fostered a culture of continuous improvement and capability building within your team, as this is crucial for the role.
