Group Compensation

pMission Govern, 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. As 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. /ph3Main accountabilities Reward Strategy Governance /h3ulliMaintain the Azelis Remuneration Principles. /liliGovern salary bands, job architecture and pay positioning. /liliEnsure consistent application across regions. /liliManage reward exceptions and approval governance. /liliAct as the Group authority on compensation, benefits and reward governance. /liliSupport the ExCom and the Remuneration Committee with reward insights, market trends and recommendations. /liliEnsure reward practices support Azelis business strategy, culture and talent agenda. /li /ulh3Job Architecture Organization Effectiveness /h3ulliMaintain and govern the Group job architecture, grading and job evaluation framework, ensuring disciplined role creation, job matching, grade consistency and alignment with reward outcomes. /liliEnsure consistency and governance of organizational structures, career frameworks and salary positioning. /liliPartner with HR and business leaders on organisation design topics where job architecture, grading, career framework or reward implications are material. /liliMaintain alignment between job architecture, performance, career progression and reward outcomes. /li /ulh3Compensation Management /h3ulliLead the annual merit review. /liliCoordinate STI target setting, eligibility and payout processes. /liliCoordinate LTI eligibility, grant and vesting processes. /liliEnsure timelines, data, approvals and communications are properly managed. /liliMaintain salary structures, benchmarking methodologies and market‑pricing approaches. /liliProvide guidance on executive, leadership and specialist compensation decisions. /liliMonitor market trends and recommend reward actions to maintain competitiveness. /li /ulh3Benefits, Pensions International Mobility /h3ulliMaintain benefit principles. /liliOversee pension governance. /liliSupport mobility reward matters. /li /ulh3Reward Analytics, Compliance Pay Transparency /h3ulliDevelop reward dashboards, reporting and workforce cost analytics. /liliProvide insights into reward investments, pay positioning and workforce trends. /liliLead compliance with emerging pay transparency legislation and reporting requirements. /liliEnsure reward programs comply with applicable legal, tax, pension and regulatory requirements. /liliDrive data quality and governance across all reward‑related processes. /li /ulh3Transformation Continuous Improvement /h3ulliDrive simplification, standardization and automation of reward processes. /liliPartner with HRIS and payroll teams to optimize Workday and related reward technologies. /liliLead reward optimisation initiatives and targeted improvements, with major framework redesigns managed as separate projects when required. /liliIdentify opportunities to improve employee experience and operational effectiveness. /li /ulh3Stakeholder Leadership /h3ulliAct as trusted advisor to the Group HR Director, Executive Committee and Regional HR Directors. /liliBuild strong partnerships with Finance, Legal, Payroll and external reward providers. /liliInfluence senior stakeholders through data‑driven recommendations and market insight. /liliLead and develop the future Reward Centre of Excellence capability. /li /ulh3Communication and Change Management /h3ulliDevelop 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 /ulh3Digital Fluency /h3ulliUse Workday and related reward technologies effectively to strengthen governance, data quality, analytics and user experience. /liliIdentify and apply opportunities for automation, digitalization and responsible use of AI across reward processes. /li /ulh3People Management Responsibilities /h3ulliCoaching
- Provide clear direction, regular feedback and coaching to build expertise and accountability within the Reward Centre of Excellence. /liliTalent Development
- Build capability, succession and development plans for team members and strengthen reward expertise across the wider HR community. /liliPerformance Management
- Set clear objectives, monitor delivery and address performance constructively and consistently. /liliTe