Head of Executive Reward & GMS

Purpose of the job

The head of Executive Reward and Global Mobility is a strategic HR leader responsible for designing, implementing, and managing competitive executive compensation programs, incl. long-term incentives and overseeing global mobility policies and operations. This role ensures alignment with business objectives, regulatory compliance, and market competitiveness while supporting talent attraction, retention, and global workforce planning. 

Key responsibilities

• Design, develop, and lead the strategy and execution of executive compensation programs including job evaluation, base salary, annual incentives, long-term incentives (LTI), and equity plans.
• Partner with senior leadership and HR, to ensure pay structures are aligned with company performance, shareholder expectations, and governance best practices.
• Lead annual executive compensation planning cycle including benchmarking, budgeting, pay recommendations, and communication.
• Advises and recommends package terms in hiring, promotion/demotion and departure circumstances for executives. Job holder will take the lead in partnering with Talent Acquisition and HR Directors from all parts of the Company. Considers when non-standard package terms are appropriate and the repercussions when these are deployed (e.g. cost, policy, taxation, legislative, etc.).
• Develops and maintains an effective governance framework, so that there is clear line of sight and accountabilities between corporate, regional and local teams with regards to executive reward. Ensures policies and frameworks in place to reward executives are fit for purpose.
• Sets the standard for how components of the executive compensation package are communicated across the organization. This is to ensure that they are valued and understood, by both executives themselves and the HR organization that supports them. Continually looks for ways to improve documentation and communication.
• Maintains close relationships with and influences key stakeholders in Group Legal, Global Business Services and Group Finance to ensure that key process steps (e.g. on incentives, year-end reporting) and/or information delivery takes place accurately and timely.  
• Drives (as project manager and subject matter expert) specific key projects related to executive reward which further strengthen the company’s executive reward arena e.g. reviewing and re-drafting the share plans’ rules or re-framing ways of working. 
• Ensures sufficient and relevant market data is available. Accountable for commissioning this and deploying it with care and judgment, so that sound compensation decisions can be made.  Makes recommendations for upward consideration and can support these with sound logic which draws on a principle-based approach.
• Maintains an external radar on trends, insights, developments and the competitive landscape to ensure that the company’s policies, frameworks and practices – as applicable to executive reward - remain fit for purpose and compliant.  
• Set the remit for the Reward and Share Plan Analyst to have clear duties and know how his/her activities contribute to the success of the reward function.
• Functionally manages the Global Mobility Services (‘GMS’) team and maintains global mobility policies and processes that are scalable, cost-effective, and compliant with local regulations.
• Understands the requirements of managing and supporting the company’s Remuneration Committee and provides support as necessary.
• Works independently (under the direction of the HR Director Global Rewards) and will have end-to-end ownership of their function, with authority to design and implement policies, manage budgets, and advise senior executives and the Board. The role requires proactive collaboration across global HR, finance, legal, and business leadership, with direct accountability for aligning compensation and mobility programs with enterprise-wide goals.

Job requirements

• Proven track record of 15+ years in reward in a global / international company environment.
• Knowledgeable subject matter expert on executive rewards. Has high level of knowledge of the company’s executive remuneration policies, practices and frameworks, in parallel with key regulations, laws, market practices and external stakeholder perspectives.
• A good understanding of international employment law (incl. immigrations and visa), international tax- and social security legislation.
• Exceptional organizational skills, stakeholder management skills, strong project management skills and excellent communication and analytical skills. Demonstrates ability to establish and achieve goals. Must be resourceful and able to manage and deliver multiple projects simultaneously
• Able to implement through others using influence and impact, particularly when leading across different cultures, geographies and matrix reporting structures.
• Operates with the highest level of discretion and integrity and in a way that builds credibility in this highly technical and high-profile area of reward.
• Solid English language skills.
• Understands the bigger picture and translate it into workable solutions – conceptual thinking but pragmatic and sensible. 
• Diplomatically facilitates conflict resolution and overcomes barriers that prevent organization-wide and cross-cultural participation.
• Works well with external vendors and consultants. 
• Can commission work from external third parties in a way that ensures the requirements and outputs are relevant, accurate, meets the brief, cost effective and can quickly add value.

More information and how to apply

If you have any questions, please contact Ashna Badal or Annemarijn Hoogewerff.

An online assessment might be part of the selection process. 

An employment screening may be part of the selection process. 
 

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