We are partnering with a leading organization in the technology sector experiencing fast growth. It is a public company going through a rapid period of evolution and is expected to reach a broad global footprint through acquisition in a short period of time. At the heart of the company's ethos lies a dynamic, diverse, and innovative culture backed by the trajectory and credibility of the senior leadership team. With a focus on growth and adaptability, our partner is actively expanding its influence internationally.
Reporting to the CHRO, the global Head of Rewards is a key member of the global HR leadership team. This role will build, lead, direct, and manage the design, development and execution of the company’s global rewards strategies and activities in support of business needs. This company has headquarters in multiple locations so there is flexibility where this person is based but they are very much an in-office culture. This person will build out regional leadership across the Americas and EMEA and be responsible for driving best practices and common processes across all regions. This is a new team so this role will be responsible for building the platform and team from scratch. The role will be responsible for ensuring the team has the skills needed to meet both immediate and future needs of the function, this includes plans to build out analytics capabilities. In addition, this person will focus on developing innovative reward and recognition programs that go beyond the usual monetary awards.
To be successful in this role, the individual will need to demonstrate experience of building and leading a global Total Rewards function across a large scale, matrixed organization where business demands are high and change and evolution are constant. They will have experience working with the Compensation Committee and Board of a public company in a lead compensation role, possessing a strong process orientation and track record of implementing innovative total rewards solutions, driving best practices in a complex, global organization. It is essential that the individual comes with first-rate communication and stakeholder management skills with the ability to influence all levels of management and clearly articulate complicated compensation concepts to business leaders. Knowledge of a broad range of compensation models is required, with specific experience understanding compensation nuances for an outsourced employee base and experience building analytics capability both highly desirable. The role requires someone with the ability to think “out of the box” and develop innovative reward and recognition programs that reinforce the company’s reputation as one of the best places to work.
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