Global Compensation Manager

Job Description

The Global Compensation Manager supports the delivery of compensation activities and the consistent application of compensation frameworks across IFS. Acting as an experienced compensation professional, the role provides practical guidance on salary structures, market benchmarking, annual salary review, bonus, job architecture, broker relationships and compensation governance, applying established global principles to local market needs and internal equity considerations. The role also supports EU pay transparency readiness through data preparation, process support and stakeholder coordination, working within agreed frameworks and escalating complex, high-risk or precedent-setting matters to senior reward leadership.

Key responsibilities:

• Support the delivery of global compensation activities, providing practical guidance on pay decisions, reward packages, compensation processes and reward-related considerations.
• Maintain assigned compensation tools and data, including salary structures, pay ranges, market data, pay positioning, grade alignment and country-level inputs.
• Support the annual salary review and bonus planning processes, including data preparation, budget inputs, planning guidance, stakeholder input, communications and implementation support.
• Support job architecture activity by helping ensure roles are evaluated, matched, graded and maintained consistently in line with established guidance.
• Review and advise on routine in-year salary decisions, including offers, promotions, salary adjustments and exceptions, escalating complex or higher-risk cases where needed.
• Contribute analysis and supporting materials for compensation governance, pay transparency, compliance and reporting workstreams as required.
• Support EU pay transparency activity, including preparing compensation data, maintaining role and pay range inputs, supporting salary range disclosure processes and coordinating input for reporting or information requests.
• Coordinate relationships with brokers or survey providers, supporting data submissions, query resolution, benchmarking outputs and service quality within agreed supplier frameworks.
• Provide analysis and recommendations on salary positioning, internal equity and market competitiveness, using data and established reward principles.

Qualifications

• Solid compensation experience, including supporting compensation processes, frameworks or reward programmes in a complex, global organisation.
• Good working knowledge of market benchmarking, salary structures, compa-ratio, job evaluation, pay equity, annual reward cycles, variable pay, broker or survey provider management, governance and EU pay transparency requirements.
• Strong analytical capability, including salary survey interpretation, compensation data analysis, HRIS and compensation planning tools, with advanced Excel skills.
• Ability to interpret data, identify issues or risks and translate analysis into practical recommendations for HR, Finance, Legal and business stakeholders.
• Good stakeholder management skills, with the ability to provide guidance on sensitive compensation matters within established frameworks.
• Experience preparing analysis, options and supporting materials for review, helping drive consistent outcomes across a matrix organisation.
• Experience supporting compliance-related reward activities, including pay transparency data preparation, documentation, stakeholder coordination and follow-up actions.
• Pragmatic and solutions-focused, with sound judgement and discretion when balancing global principles, local practice, compliance, equity and affordability.

Additional Information

Key competencies:

• Sound judgement: Uses data, market insight and business priorities to support balanced compensation recommendations.
• Governance discipline: Applies established global principles while recognising local market and legislative differences.
• Stakeholder partnership: Builds effective working relationships and supports decisions through evidence and clear trade-offs.
• Risk awareness and integrity: Follows controls, identifies compensation risk and protects confidentiality.
• Clear communication and continuous improvement: Explains reward matters clearly and contributes to simplification and process improvement.

We embrace flexibility and hybrid work opportunities to support diverse needs and lifestyles, while also valuing inclusive workplace experiences. By fostering a sense of community, we drive innovation, strengthen connections, and nurture belonging. Our commitment ensures you can work in a way that suits you best, while also engaging with colleagues to share ideas and build meaningful relationships.