Head of Compensation and Benefits – EMEA recruitment
As a member of the regional HR management team you will have responsibility for Reward and Benefits management across the region, in addition to contributing to the global Reward team and agenda.
Responsible for a team of 3, the role is required to deliver and implement all Reward related policies and initiatives and to interpret and advise on regulatory requirements of executive remuneration, whilst also enhancing and developing existing policy and practices.
The role holder provides oversight of and support to processes, both annual monthly, whilst also being responsible for the wider Reward agenda.
Develop the EMEA Reward agenda, in coordination with the Head of HR EMEA and the Global Head of Reward, encompassing regional aspects of compensation, benefits and International Assignment policy.
Lead on EMEA reward initiatives and projects working closely with other relevant support functions.
Design and maintenance of variable pay and benefit programmes throughout the region.
Author / co-author of papers and submissions for European Management Committee, Global Executive Committee, and Board Remuneration Committee.
Responsible for EMEA Reward Governance to ensure that the regulated businesses are compliant with relevant guidelines and regulator Codes of Practice / principles relating to compensation management in the UK and relevant EMEA jurisdictions.
Working with regional Employee Relations and Head of Country HR, to ensure adherence to the relevant legislation such as pay equality, pension changes, employment law generally..
Ensure all EMEA due diligence (MA) projects are resourced with appropriate reward expertise, liaising with the business / global project teams as appropriate.
Key interface with Resourcing alongside Employee Relations, in relation to governance including advice and approval on offer valuations and structuring, non standard contractual terms for key hires and changes, exception management and related Resourcing policy development.
Oversight and delivery of the EMEA reward team processes. This includes a supporting and advisory role to the the annual remuneration review and direct management of regulatory compliance elements, and the benefits renewals and enrolment.
Responsible for accurate provision of information to Finance teams globally to ensure the appropriate accruals / provisions are maintained in the accounts.
Update the Global Reward team so they are current on regional governance and policy initiatives adapting global policies accordingly.
Management of relationships with the EMEA Businesses and Country Global HR teams.
Develop and maintain technical and market knowledge through networking with contacts and professional forums.
All aspects of regional HR CB team management development.
The successful candidate will be driven and self-motivated and be able to demonstrate prior effectiveness in a highly-matrixed, international environment. He/she will be a team player with the ability to multi-task and will have:
• Excellent technical and functional expertise in current remuneration structures and practices.
• Detailed understanding of and ability to interpret regulatory requirements relating to executive remuneration (in particular the FSA Code)
• Knowledge of benefit and reward plans across the EMEA region with an in-depth knowledge of the UK.
• Previous experience in project management and in a supervisory capacity
• Ability to write clear and concise reports for senior audiences, and presentation where required.
• Demonstrate sound judgement in regard to sensitive employment matters
• Ability to build effective relationships with senior stakeholders locally and internationally
• Consultative, client focused and flexible approach
• Numeracy and ability to manage large complex data sets
• Motivation with a high level of energy and commitment
• Strong organisation skills and good attention to detail
• Degree qualified. Professional qualifications not essential but accounting or finance-related discipline may be an advantage.
• CIPD qualification preferred but not essential.
• The role requires a strong working knowledge of employment concepts and an understanding of remuneration accounting.