Corporate Total Rewards Manager

Our Client is undisclosed. They are a global group operating in the diagnostics industry, with a complex international footprint and a strong focus on innovation, business performance and organizational evolution.

The Group is currently strengthening its Corporate HR capabilities, with a particular focus on developing a more structured, consistent and internationally aligned approach to Total Rewards.

Within this evolving context, the Client is looking for a Corporate Total Rewards Manager (CTRM) to contribute to the development and consolidation of the Group's global Reward framework.

Reporting to the Senior Director, Corporate Total Rewards, the role will be part of a recently established Centre of Excellence, with the opportunity to play a key role in designing and shaping reward principles, policies, processes, systems and governance across the organization.

The position offers a significant opportunity to contribute to a transformation journey, moving from a relatively decentralized and still developing Reward environment towards a more structured, transparent, market-competitive and performance-oriented model.

With a data-driven and consultative mindset, the role will support the design, implementation and governance of compensation policies and programs, ensuring internal equity, external competitiveness, regulatory compliance and alignment with the Group's business strategy.

The position will cover:

• the Group's job architecture and grading framework
• the annual compensation cycles (salary review, short-term and long-term incentives)
• market benchmarking and salary structures
• the remuneration governance and disclosure obligations as a listed company
• pay equity and transparency initiatives.

Working with HR Business Partners, Talent Attraction and Development, Finance, Legal, Corporate Affairs and business leaders internationally, the CTRM will act as a trusted advisor and change agent, providing fact-based recommendations and promoting adoption of a shared Reward and performance culture.

• Job Architecture & Grading: Maintain, further develop and ensure the consistent application of the Group's recently established job architecture, including job families, career levels and job titles. Lead job evaluation and grading activities for new and evolving positions, leveraging the Willis Towers Watson methodology and ensuring alignment across countries, functions and divisions.
• Salary Structures & Market Benchmarking: Manage participation in international compensation surveys, conduct market pricing and benchmarking analyses, and design, review and update salary ranges and structures. Support the progressive introduction of market-based compensation principles, providing objective references to ensure competitive, consistent and equitable pay decisions.
• Annual Reward Cycles & Short-Term Incentives: Coordinate the end-to-end annual salary review and short-term incentive (MBO/bonus) process, including guidelines, communication, tools, timelines, HRBP support and post-cycle analysis
• Long-Term Incentives: Supports the administration of long‑term incentive plans (e.g., stock option and share plans), including grant proposals, vesting tracking, performance condition monitoring and coordination with Finance, Legal and plan administrators
• Listed Company Governance: Contribute to the preparation of the annual Remuneration Report (art. 123‑ter TUF) and supporting materials for the Remuneration Committee and Board, ensuring alignment with the Corporate Governance Code, Consob regulations and investor/proxy advisor expectations
• Pay Equity & Transparency: Support gender pay gap analyses and the implementation of the EU Pay Transparency Directive, including job evaluation criteria, pay range disclosure and reporting requirements.
• Advisory & Offers: Provide guidance to HRBPs and managers on new hire offers, promotions, internal moves and retention cases, ensuring decisions are consistent with policies, internal equity and budget
• Data, Systems & Policies: Ensure accuracy of reward data in SuccessFactors, develops reporting and dashboards, drafts and updates reward policies and guidelines, and contributes to continuous improvement and automation of reward processes

• Build and embed the Reward operating framework: Consolidate the recently introduced Group job architecture and grading system, market references and listed‑company policies into scalable processes, governance and consistent decision‑making
• Redesign MBO effectiveness: Add