Group Compensation

h3bMission /b /h3 pGovern, maintain and continuously improve the global reward framework, ensure correct application across regions, monitor competitiveness and equity, manage annual processes, support exceptions and maintain data quality ensuring that compensation, benefits and reward programmes support business performance, attract and retain critical talent, reinforce a high-performance culture and remain competitive, equitable and compliant across all markets. /p pAs the Group subject matter expert for Reward, the role partners with the Executive Committee, Regional HR leadership, Finance and external advisors to drive strategic reward decisions, establish global frameworks and deliver data-driven insights that support sustainable growth and organizational effectiveness. /p h3bMain accountabilities /b /h3 h3Reward Strategy Governance /h3 ul liMaintain the Azelis Remuneration Principles. /li liGovern salary bands, job architecture and pay positioning. /li liEnsure consistent application across regions. /li liManage reward exceptions and approval governance. /li liAct as the Group authority on compensation, benefits and reward governance. /li liSupport the ExCom and the Remuneration Committee with reward insights, market trends and recommendations. /li liEnsure reward practices support Azelis business strategy, culture and talent agenda. /li /ul h3Job Architecture Organization Effectiveness /h3 ul liMaintain and govern the Group job architecture, grading and job evaluation framework, ensuring disciplined role creation, job matching, grade consistency and alignment with reward outcomes. Ensure consistency and governance of organizational structures, career frameworks and salary positioning. /li liPartner with HR and business leaders on organisation design topics where job architecture, grading, career framework or reward implications are material. Maintain alignment between job architecture, performance, career progression and reward outcomes. /li /ul h3Compensation Management /h3 ul liLead the annual merit review. /li liCoordinate STI target setting, eligibility and payout processes. /li liCoordinate LTI eligibility, grant and vesting processes. /li liEnsure timelines, data, approvals and communications are properly managed. /li liMaintain salary structures, benchmarking methodologies and market-pricing approaches. /li liProvide guidance on executive, leadership and specialist compensation decisions. /li liMonitor market trends and recommend reward actions to maintain competitiveness. /li /ul h3Benefits, Pensions International Mobility /h3 ul liMaintain benefit principles. /li liOversee pension governance. /li liSupport mobility reward matters. /li /ul h3Reward Analytics, Compliance Pay Transparency /h3 ul liDevelop reward dashboards, reporting and workforce cost analytics. /li liProvide insights into reward investments, pay positioning and workforce trends. /li liLead compliance with emerging pay transparency legislation and reporting requirements. /li liEnsure reward programs comply with applicable legal, tax, pension and regulatory requirements. /li liDrive data quality and governance across all reward-related processes. /li /ul h3Transformation Continuous Improvement /h3 ul liDrive simplification, standardization and automation of reward processes. /li liPartner with HRIS and payroll teams to optimize Workday and related reward technologies. /li liLead reward optimisation initiatives and targeted improvements, with major framework redesigns managed as separate projects when required. /li liIdentify opportunities to improve employee experience and operational effectiveness. /li /ul h3Stakeholder Leadership /h3 ul liAct as trusted advisor to the Group HR Director, Executive Committee and Regional HR Directors. /li liBuild strong partnerships with Finance, Legal, Payroll and external reward providers. /li liInfluence senior stakeholders through data-driven recommendations and market insight. /li liLead and develop the future Reward Centre of Excellence capability. /li /ul h3Communication and Change Management /h3 ul liDevelop reward communication materials and change narratives for senior leaders, HR teams and employees, ensuring complex reward topics are translated into clear, consistent and credible messages. /li /ul h3bDigital Fluency /b /h3 ul liUse Workday and related reward technologies effectively to strengthen governance, data quality, analytics and user experience. /li liIdentify and apply opportunities for automation, digitalization and responsible use of AI across reward processes. /li /ul h3bPeople Management Responsibilities /b /h3 ul libCoaching /b
- Provide clear direction, regular feedback and coaching to build expertise and accountability within the Reward Centre of Excellence. /li libTalent Development /b
- Build capability, succession and development plans for team members and strengthen reward expertise across the wider HR community. /li libPerformance Management /b
- Set clear object