Senior Manager, Total Rewards

Role Purpose

The Regional Senior Manager, Total Rewards is responsible for driving the development, governance and continuous evolution of the organization's Total Rewards strategy across the region. The role partners closely with regional and country HR leaders, business leaders and global Total Rewards teams to ensure reward programs are competitive, equitable, performance-driven and aligned with business and talent priorities.

The role provides strategic leadership across compensation, benefits, incentives, job architecture, salary structures, executive rewards and reward governance, while balancing external market competitiveness, internal equity, employee engagement and cost effectiveness.

The position will also play a key role in transforming Total Rewards through data, analytics, technology and AI-enabled solutions, enabling more agile and differentiated reward decisions across the region.

Key Responsibilities

1. Regional Total Rewards Strategy

• Develop and execute the regional Total Rewards strategy in alignment with global reward principles and business objectives.
• Translate global reward philosophy into practical regional and country-level programs, policies and frameworks.
• Monitor external market trends, regulatory developments and emerging reward practices to ensure competitiveness.
• Provide strategic advice to senior HR and business leaders on reward positioning, talent attraction and retention, and workforce cost implications.

2. Compensation & Salary Management

• Lead regional compensation programs, including salary structures, salary ranges, market benchmarking and pay positioning.
• Establish and maintain robust job evaluation, job architecture and career-level frameworks.
• Provide guidance on annual merit, promotion and salary review processes, including budgeting and governance.
• Analyze pay competitiveness, internal equity and pay distribution across countries, functions and employee populations.
• Support pay equity and appropriate differentiation based on performance, skills, criticality and market conditions.

3. Incentive & Performance-Based Rewards

• Design and govern short-term incentive, sales incentive and other variable-pay programs in partnership with business and HR leaders.
• Ensure incentive plans effectively reinforce business performance, individual contribution and desired behaviors.
• Review incentive effectiveness, payout outcomes and cost implications, recommending enhancements where appropriate.
• Partner with Finance and business leaders to ensure incentive programs are aligned with financial performance and affordability.

4. Benefits & Wellbeing

• Provide regional oversight and governance of employee benefits programs.
• Review benefit competitiveness, cost effectiveness and alignment with local market practices.
• Identify opportunities for regional harmonization while respecting country-specific requirements.
• Partner with local HR teams and external providers on benefit benchmarking, renewals and program optimization.

5. Executive & Leadership Rewards

• Support executive compensation and leadership reward programs in partnership with Global Total Rewards and senior leadership.
• Provide market intelligence and analysis for senior-level compensation decisions.
• Support governance of executive incentive, retention and long-term reward arrangements where applicable.
• Prepare high-quality reward analytics and recommendations for senior management and relevant governance forums.

6. Reward Governance & Compliance

• Establish strong regional governance, policies, guidelines and approval processes for Total Rewards.
• Ensure reward programs comply with relevant legislation, regulatory requirements and global policies.
• Strengthen controls around compensation decisions, incentive payouts and reward data.
• Identify and mitigate reward-related risks across the region.

7. Data, Analytics & Reward Intelligence

• Develop meaningful Total Rewards dashboards and analytics to support data-driven decision making.
• Analyze compensation trends, workforce costs, turnover, market positioning, pay equity and reward effectiveness.
• Translate complex reward data into clear insights and recommendations for senior stakeholders.
• Leverage technology, automation and AI to improve reward analytics, modelling, employee insights and decision support.

8. Transformation & Continuous Improvement

• Lead regional Total Rewards transformation initiatives to simplify, standardize and digitize reward processes.
• Identify opportunities to improve employee and manager experience through technology and self-service solutions.
• Drive regional projects involving HR technology, compensation systems, job architecture, pay transparency and reward analytics.
• Promote innovative and future-ready reward practices that support evolving workforce needs.

9. Stakeholder & Business Partnership

• Act as a trusted Total Rewards advisor to Regional HR, Country HR Directors, business leaders and functional leaders.
• Partner closely with Finance, HR Operations, Talent Management, HR Business Partners and Global Total Rewards.
• Facilitate alignment across countries while recognizing differences in market practices and business needs.
• Influence senior stakeholders through strong commercial acumen, data-driven insights and sound reward expertise.

10. Team & Capability Development

• Lead, coach and develop Total Rewards professionals where applicable.
• Build regional reward capability through knowledge sharing, governance forums and communities of practice.
• Establish consistent standards and promote a high-performance and continuous-learning culture within the Total Rewards community.

Key Deliverables

• Regional Total Rewards strategy and roadmap
• Annual compensation and salary review governance
• Regional salary structures and market benchmarking
• Job architecture and job evaluation framework
• Short-term incentive and variable-pay governance
• Benefits strategy and optimization
• Executive compensation support
• Pay equity and compensation analytics
• Total Rewards dashboards and workforce cost insights
• Reward policies, governance and controls
• Digital and AI-enabled Total Rewards transformation
• Regional reward capability and stakeholder engagement

Key Competencies

• Strategic Total Rewards leadership
• Strong compensation and benefits expertise
• Job architecture and market benchmarking
• Incentive and variable-pay design
• Executive compensation knowledge
• Data analytics and financial acumen
• Commercial and business orientation
• HR technology and digital transformation
• AI-enabled HR / Total Rewards capability
• Stakeholder management and influencing
• Change management
• Cross-cultural and regional leadership
• Strong communication and presentation skills

Experience & Qualifications

• Bachelor's degree in Human Resources, Business, Finance, Economics or a related discipline; relevant professional qualifications in Compensation & Benefits / Total Rewards are advantageous.
• 15 years of progressive experience in Total Rewards, Compensation & Benefits or related HR disciplines, preferably within a multinational organization.
• Demonstrated experience managing regional or multi-country compensation and benefits programs.
• Strong knowledge of salary benchmarking, job evaluation, salary structures and incentive design.
• Experience working with senior HR and business leaders in a complex, matrixed organization.
• Experience with HR technology, compensation systems and reward analytics.
• Strong Excel/data analytics capability; experience with HR analytics platforms and AI-enabled tools is advantageous.
• Experience leading regional projects, transformation initiatives and cross-functional teams.

Success Measures

Success in this role will be measured by the ability to:

• Deliver a competitive, equitable and sustainable regional Total Rewards framework.
• Strengthen alignment between reward, business performance and talent strategy.
• Improve consistency and governance across countries while maintaining appropriate local flexibility.
• Provide high-quality, data-driven reward insights to senior leadership.
• Improve reward effectiveness, employee experience and decision-making through technology and analytics.
• Optimize workforce costs without compromising the organization's ability to attract, retain and motivate critical talent.
• Build a future-ready Total Rewards capability through digitalization, analytics and AI.