Senior Global Compensation Manager

Overview

In this role, you will own and evolve Nexthink’s global compensation framework to attract, retain, and reward a scalable workforce. You’ll lead end-to-end compensation cycles, benchmark against markets, and present actionable insights to senior leaders. You will partner across People, Finance, Legal, and HRIS teams to design fair, data-driven pay strategies in a multi-country setup, leveraging technology to streamline processes. This is a high-impact position at a growth-focused company shaping its compensation architecture for a global workforce.

Responsibilities

• Own and continuously improve the global compensation framework, including job architecture, grade profiles, and salary bands across 19 countries
• Lead the annual compensation cycle end-to-end (merit, bonus design, workflows, manager enablement, compensation statements)
• Manage annual benchmarking cycle with market-data partners and adjust bands as needed
• Oversee pay-equity monitoring, present findings to the CPO, and track remediation across geographies
• Guide offers, promotions, and retention decisions with practical insights grounded in the framework and market data
• Design compensation approaches for cross-border relocations aligned with growth strategy
• Collaborate with Finance and Legal on equity-plan administration (grants, vesting, transitions)
• Support headcount-cost modeling and planning inputs with Finance
• Define compensation requirements with HRIS/Workday teams and improve cycle experiences

Key requirements

• Significant global compensation experience in a multi-country organization
• Hands-on Workday Advanced Compensation experience and collaboration with HRIS/implementation partners
• Experience in identifying and implementing AI-driven solutions to streamline compensation processes
• Strong analytical and commercial judgment; ability to model scenarios and present to Finance/Senior leadership
• Experience assessing pay equity and driving remediation tracking
• Ability to operate in a global, multi-currency environment with payroll complexity and EOR arrangements
• Practical balance of framework adherence and thoughtful exceptions
• Clear, credible communication to HRBPs, managers, Finance, and executives

• strong stakeholder communication
• analytical mindset
• business-driven pragmatism
• Workday Advanced Compensation
• Workday HCM (HRIS)
• benchmarking and data-analytics

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