Senior People Lead - Compensation & Benefits

We are looking for an experienced Senior People Lead – Compensation & Benefits to play a key role in shaping and delivering our global compensation and benefits strategy. This is a senior specialist and leadership role responsible for ensuring our reward practices remain competitive, equitable, sustainable and aligned with business priorities. You will combine deep Compensation & Benefits expertise with strong commercial judgement, using market intelligence and people data to help the organisation make effective reward decisions. Working across People & Culture and partnering with senior business leaders, you will provide expert guidance on compensation, benefits, job architecture and reward programmes, while driving consistent and effective execution across our global organisation.

Responsibilities

help shape, develop and implement the global Compensation & Benefits strategy, ensuring alignment with the People strategy and business priorities; lead and support key compensation programmes, including annual salary review, market benchmarking, salary structures, incentive programmes and compensation governance; provide expert advice to People Leaders, People Business Partners and senior leaders on complex compensation matters and reward decisions; oversee and continuously improve job architecture, job evaluation, grading and career framework approach; use external market data, internal analytics and benchmarking to assess compensation competitiveness and translate complex information into clear recommendations; support the development and governance of the global benefits strategy with regional and local stakeholders; partner with relevant teams to ensure effective configuration, governance and use of Workday Compensation and related People systems; contribute to the approach to pay transparency and pay equity; establish clear policies, governance and processes for Compensation & Benefits and identify opportunities to simplify, standardise and automate; assess the financial and organisational impact of reward proposals and provide senior leaders with evidence-based recommendations; partner with People Business Partners, Talent Attraction, Finance, Payroll, People Operations and Legal to design and implement reward programmes; develop clear communications and guidance on the compensation philosophy, programmes and processes; lead strategic Compensation & Benefits projects, balancing global consistency with regional and local requirements; monitor external reward trends, regulatory developments and emerging best practices; act as a trusted subject-matter expert and build Compensation & Benefits capability across the People & Culture organisation

Requirements

significant experience in Compensation & Benefits, Total Rewards or Reward, ideally within a complex international or global organisation; deep expertise in compensation principles, salary structures, market benchmarking, job evaluation and grading methodologies; experience designing and delivering compensation programmes across multiple countries or regions; strong experience with job architecture and career frameworks, including the relationship between job families, levels, grades and compensation structures; understanding of global benefits principles and comfort partnering with regional specialists and external providers; strong analytical skills and the ability to turn complex compensation and market data into clear insights and recommendations for senior stakeholders; experience working with HR technology, ideally including Workday Compensation, and comfort identifying opportunities for greater automation and process efficiency; strong commercial and financial judgement, balancing market competitiveness, internal equity, employee experience and affordability; understanding of evolving pay transparency and pay equity requirements and their implications for compensation strategy and governance; comfort operating within a global matrix organisation, influencing stakeholders across functions, countries and levels of seniority; accomplished communicator and presenter able to explain complex reward concepts simply and influence senior leadership; sound judgement, discretion and integrity when handling highly confidential compensation and employee information

Benefits

Maternity leave: transition back with 3 days per week in the first month and 4 days per week in the second month; Civil Partnership: 1 week of paid leave for marriages and civil partnerships, including same sex/civil partnership; Family care: 4 weeks of paid family care leave; Recharge days: 4 days per year to use when physically or mentally needing to recharge; Study leaves: 2 weeks of paid leave each year for study or personal development