Group Compensation & Benefits Manager

Azelis Holding S.A.; Antwerpen; Sur place; EUR 120 000 - 165 000; Plein temps

Résumé du poste

Azelis Holding S.A. is seeking a Senior Leader for Global Reward to govern the remuneration framework, lead strategy, and drive data-driven decision making across regions.

You will partner with the Executive Committee, Regional HR leadership, Finance and external advisors to shape global reward outcomes. You will oversee job architecture, salary band governance, annual merit reviews and the design of executive compensation programs, while ensuring compliance with pay transparency and regulatory

Qualifications

• Master's degree required or equivalent in HR/Finance/Business.
• At least 10 years of progressive Compensation & Benefits experience in a complex international org.
• Strong knowledge of executive compensation, incentive design, and governance.

Responsabilités

• Govern salary bands, job architecture and pay positioning across regions.
• Lead annual merit review, STI/LTI processes and governance.
• Provide data-driven insights and market trends to ExCom and Remuneration Committee.
• Develop reward dashboards, analytics and compliance with pay transparency requirements.

Connaissances

Strategic thinking

Executive stakeholder mgmt

Change leadership

Data-driven decision making

Formation

Master's degree in HR/ Economics/ Finance/ Business

Outils

Workday

Description du poste

Mission Govern, maintain and continuously improve the global reward framework, ensure correct application across regions, monitor competitiveness and equity, manage annual processes, support exceptions and maintain data quality ensuring that compensation, benefits and reward programmes support business performance, attract and retain critical talent, reinforce a high-performance culture and remain competitive, equitable and compliant across all markets. As the Group subject matter expert for Reward, the role partners with the Executive Committee, Regional HR leadership, Finance and external advisors to drive strategic reward decisions, establish global frameworks and deliver data-driven insights that support sustainable growth and organizational effectiveness.

Main accountabilities Reward Strategy & Governance

Maintain the Azelis Remuneration Principles. Govern salary bands, job architecture and pay positioning. Ensure consistent application across regions. Manage reward exceptions and approval governance. Act as the Group authority on compensation, benefits and reward governance. Support the ExCom and the Remuneration Committee with reward insights, market trends and recommendations. Ensure reward practices support Azelis business strategy, culture and talent agenda.

Job Architecture & Organization Effectiveness

Maintain and govern the Group job architecture, grading and job evaluation framework, ensuring disciplined role creation, job matching, grade consistency and alignment with reward outcomes. Ensure consistency and governance of organizational structures, career frameworks and salary positioning. Partner with HR and business leaders on organisation design topics where job architecture, grading, career framework or reward implications are material. Maintain alignment between job architecture, performance, career progression and reward outcomes.

Compensation Management

Lead the annual merit review. Coordinate STI target setting, eligibility and payout processes. Coordinate LTI eligibility, grant and vesting processes. Ensure timelines, data, approvals and communications are properly managed. Maintain salary structures, benchmarking methodologies and market-pricing approaches. Provide guidance on executive, leadership and specialist compensation decisions. Monitor market trends and recommend reward actions to maintain competitiveness.

Benefits, Pensions & International Mobility

Maintain benefit principles. Oversee pension governance. Support mobility reward matters.

Reward Analytics, Compliance & Pay Transparency

Develop reward dashboards, reporting and workforce cost analytics. Provide insights into reward investments, pay positioning and workforce trends. Lead compliance with emerging pay transparency legislation and reporting requirements. Ensure reward programs comply with applicable legal, tax, pension and regulatory requirements. Drive data quality and governance across all reward-related processes.

Transformation & Continuous Improvement

Drive simplification, standardization and automation of reward processes. Partner with HRIS and payroll teams to optimize Workday and related reward technologies. Lead reward optimisation initiatives and targeted improvements, with major framework redesigns managed as separate projects when required. Identify opportunities to improve employee experience and operational effectiveness.

Stakeholder Leadership

Act as trusted advisor to the Group HR Director, Executive Committee and Regional HR Directors. Build strong partnerships with Finance, Legal, Payroll and external reward providers. Influence senior stakeholders through data-driven recommendations and market insight. Lead and develop the future Reward Centre of Excellence capability.

Communication and Change Management

Develop reward communication materials and change narratives for senior leaders, HR teams and employees, ensuring complex reward topics are translated into clear, consistent and credible messages.

Digital Fluency

Use Workday and related reward technologies effectively to strengthen governance, data quality, analytics and user experience. Identify and apply opportunities for automation, digitalization and responsible use of AI across reward processes.

People Management Responsibilities

Coaching - Provide clear direction, regular feedback and coaching to build expertise and accountability within the Reward Centre of Excellence. Talent Development - Build capability, succession and development plans for team members and strengthen reward expertise across the wider HR community. Performance Management - Set clear objectives, monitor delivery and address performance constructively and consistently. Team Leadership - Create an inclusive, collaborative and high-performing team that works effectively across regions and functions.

Skills Leadership & core skills

Strategic thinking and enterprise perspective. Executive stakeholder management, influence and trusted-advisor capability. Commercial and financial acumen. Change leadership and transformation delivery. Collaboration across regions, functions and cultures. Clear communication, sound judgement and high integrity. Technical skills Global reward strategy, governance and policy design. Executive and broad-based compensation, salary structures and incentive design. Job architecture, job evaluation and organization effectiveness. Benefits, pensions and international mobility governance. Reward analytics, market benchmarking and workforce cost modelling. Pay transparency, data governance and relevant regulatory compliance. HR technology capability, preferably including Workday. AI savviness with regards to analytics of organizational data.

Experience & Education

Education - Master's degree in Human Resources, Economics, Finance, Business Administration or a related discipline. Experience - At least 10 years of progressive Compensation & Benefits experience within a complex international organisation. A background in finance is a distinct plus. Global Reward Expertise - Proven experience leading global reward frameworks, job architecture and compensation review processes, with strong knowledge of executive compensation, incentive design, benefits and pension governance. Analytics & Regulation - Experience in reward analytics, benchmarking and workforce cost modelling, with a strong understanding of European reward regulation and pay transparency requirements. Technology - Experience with HRIS platforms, preferably Workday. Stakeholder Leadership - Strong executive-level stakeholder management and influencing skills. Language Skills - Fluent in English.

Key performance indicators

Delivery and governance of the annual compensation review cycle. Market competitiveness and internal equity of pay positioning. Job architecture and grading governance. Establishment of the Reward Centre of Excellence. Quality, timeliness and adoption of reward analytics and dashboards. Compliance with pay transparency and reward-related regulatory requirements. Simplification, automation and employee experience improvements across reward processes.

About the Company

Azelis is a leading global innovation service provider in the specialty chemical and food ingredients industry, present in 63 countries across the globe with over 3,800 employees. Our knowledgeable teams of industry, market and technical experts are each dedicated to a specific market within Life Sciences and Industrial Chemicals. We offer a lateral value chain of complementary products to more than 59,000 customers, supported by +2,700 principal relationships, creating a turnover of €4.1 billion (2022). Azelis Group NV is listed on Euronext Brussels under ticker AZE. Across our extensive network of more than 60 application laboratories, our award-winning staff help develop formulations and provide technical guidance throughout the customers’ product development process. We combine a global market reach with a local footprint to offer a reliable, integrated, and unique digital service to local customers and attractive -business opportunities to principals. Top industry-rated by Sustainalytics, Azelis is a leader in sustainability. We believe in building and nurturing solid, honest and transparent relationships with our people and partners. Impact through ideas. Innovation through formulation.

Equal Opportunity

Azalis Americas is an equal opportunity workplace. Individuals seeking employment are considered without regards to age, ancestry, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state, or local laws. You can view the EEOC Know Your Rights poster here.

Immigration & E-Verify

Azalis Americas’ U.S. entities participate in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, Azelis is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. Azelis Americas is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans during our application process. If you need assistance or an accommodation due to a disability, contact us at [e-mail].