Head of Rewards

Purpose of the Position

The Head of Rewards & Recognition, Developed Markets, ensures we access, reward, recognize and retain the talent that powers our growth globally excluding US, Canada and Japan. At argenx, we are redefining what's possible in biotechnology, and we are driven to transform the lives of patients. Patients are waiting — and how we reward and recognize our argonauts directly shapes our ability to deliver for them.

Reporting to the Global Head of Rewards & Recognition, this leader shapes and delivers the Rewards & Recognition agenda for Developed Markets while co-architecting global initiatives that span the broader organization, partnering closely with the global HR team and business leadership.

Co-creating with senior HR Business Partners globally , this leader puts rewards & recognition behind the business priorities that matter — building, retaining, and energizing the talent argenx counts on.

We are looking for an inspiring communicator and trusted influencer of senior stakeholders, paired with a genuine entrepreneurial spirit, an innovative mindset, and the humility to learn from the teams around them — ready to roll up their sleeves to architect, build, and scale.

Key Responsibilities

Own the Rewards & Recognition Agenda for Developed Markets

Shape and deliver the Rewards & Recognition agenda across Developed Markets.
Set the guiding principles, governance, and frameworks for compensation, incentives, benefits, and recognition across Developed MarketsOwn the integrity of annual compensation cycles in the region, holding ultimate accountability for quality, equity, and fairness of outcomes.
Translate complex market data and business signals into high-impact, actionable recommendations in co-creation with senior business leaders and HR Business Partners.
Provide strategic guidance on complex reward decisions, trade-offs, and risk — such as senior leader new-hire packages, retention cases, pay compression scenarios, ... — and drive transparent communication on pay and rewards practices to build trust across the organization.
Anticipate macroeconomic, market, and regulatory shifts— including pay transparency legislation, and competitive intelligence on biotech peers — and translate them into proactive moves that protect growth and capability building.
Partner with Talent Access on competitive offer construction for critical talent, ensuring rewards directly enable our ability to win the talent we need.
Foster a culture of co-ownership, high collaboration, and continuous development — anchored in meaningful Personal Development Plans (PDPs) for team members, because we develop our business by developing our people.
Design and operationalize a recognition approach that celebrates contribution within and across project teams, with concrete mechanisms (peer-to-peer, team-based, milestone) that make the argenx Way visible — especially co-creation, empowerment, and humility — in day-to-day behaviours.
Speak credibly to equity programs and partner effectively with our Global Equity Lead on regional design questions and grant decisions; ensure integration within the global equity framework.
Oversee global mobility in partnership with Legal, global R&R colleagues, and external partners.

Co-Architect Global R&R Initiatives

Partner with the Global Head of R&R and organizational leadership to co-architect and scale the company-wide Rewards & Recognition framework, ensuring regional practices elevate the broader strategy.
Own, sponsor, and actively execute large-scale, cross-functional global initiatives — including the connection between rewards, talent, and development in partnership with the Talent organization.
Champion innovation, simplicity, and scalability across all international programs.
Build and steward external partnerships (consultancies, benchmarking providers, peer networks) that bring best-in-class thinking into argenx.

Build a High-Impact Team Through People and Vendors

Lead, inspire, and develop the HR and R&R teams — today 3 positions, with vendor partners as extensions of the team. Scaling impact, not headcount: in a growing organization that aims to partner out what can be partnered out at high quality, vendor and stakeholder management is as important as internal capacity.
Build organizational capability beyond the direct team — coaching HRBPs, business leaders, and global peers as multipliers of R&R fluency across argenx.
Set sharp priorities and clear expectations while empowering people and partners to build deep capabilities across compensation, benefits, and recognition.
Foster a culture of co-ownership, high collaboration, and continuous development — we develop our business by developing our people.

Qualifications & Experi