Manager, Global Total Rewards

About The Role

The Manager, Corporate/Global Total Rewards oversees the full spectrum of compensation programs for Corporate functions, ensuring competitive, fair, and consistent practices globally. This role partners closely with HR and business leaders to advise on compensation strategy, manage annual cycles (merit, incentives, and long-term awards), and lead global mobility and job evaluation processes. With strong analytical and technical expertise, the Manager drives data integrity, reporting accuracy, and continuous improvement across Total Rewards operations, contributing to effective decision-making and a seamless employee experience.

The role also support global process and framework alignment, to shape the evolution of the global total rewards philosophy and programs.

The role requires strong technical and analytical skills, the ability to work independently, set up and manage multiple priorities in a fast-paced environment, provide input to decision-making and contribute to ongoing dialogue with senior stakeholders on various organizational levels.

Key Job Accountabilities

Total Rewards Business Partnering

• Serve as a trusted advisor to HR Business Partners, Finance, Legal, and executive stakeholders on all aspects of compensation and total rewards. Provide expert, data-driven guidance on compensation decisions across the employee lifecycle — including hiring, promotion, retention, and special adjustments.
• Lead complex compensation analyses and translate insights into strategic recommendations to ensure market competitiveness, internal equity, and alignment with business priorities.
• Represent the organization in global and regional compensation surveys, interpreting results to shape forward-looking compensation strategies and reward frameworks.
• Drive job evaluation and calibration processes with consistency and rigor, ensuring alignment with organizational design principles and service-level agreements.

Annual Compensation Cycle Management

• Own the end-to-end delivery of the annual compensation cycle, including process design, communication, training, execution, and reporting across merit, MIP, and LTIP programs.
• Provide strategic oversight and operational excellence in merit increase management, incentive planning, and long-term incentive administration, ensuring alignment with global policy, data integrity, and compliance standards.
• Guarantee data governance and accuracy across HRIS and third-party platforms, maintaining audit-ready documentation and compliance with internal controls.
• Act as the primary escalation point for complex compensation scenarios, ensuring timely and accurate resolution.
• Continuously assess and implement process improvements to enhance efficiency, transparency, and stakeholder experience.

Vendor & System Management

• Manage and optimize partnerships with external vendors and compensation data providers, ensuring service quality, accuracy, and value delivery.
• Lead or support system testing, integrations, and upgrades to enhance automation, scalability, and user experience across total rewards processes.

Global Process Management

• Lead or co-manage global total rewards processes and frameworks, ensuring alignment across regions and supporting change management initiatives where required.
• Contribute insights and best practices within the Global Total Rewards network, fostering knowledge sharing and continuous improvement.

Project Leadership & Continuous Improvement

• Contribute and/or lead small- to medium-sized projects such as M&A equity integration, process automation, or program enhancements.
• Proactively identify opportunities to enhance data analytics, streamline processes, and elevate strategic decision-making within Total Rewards.
• Partner with the Total Rewards Director and broader HR leadership team to shape the evolution of the global total rewards philosophy and programs.

Qualifications/Requirements

• Bachelor’s degree in Finance, HR, Business, or related field.
• 8-10+ years of compensation experience, with leadership of global compensation programs in complex organizations.
• Excellent stakeholder management and communication skills, with ability to influence senior management.
• Strong analytical and problem-solving abilities; ability to leverage data for strategic insights.
• Advanced analytical and Excel skills; familiarity with HRIS systems, including compensation modules
• Strong organizational, project management, and stakeholder engagement skills.
• Ability to work independently, escalate appropriately, and influence decisions.