Director of Global Rewards & People Analytics

Back Market; Paris; Hybrid; EUR 150,000 - 230,000; Full time

Benefits offered by this job

Hybrid work model

Remote work days

Diversity & inclusion programs

Job summary

Back Market is seeking a Director, Rewards & Data to lead global compensation, equity, benefits and workforce analytics. You will guide a three-person team and external providers, shaping a data-driven view of headcount, costs and mobility to inform leadership decisions.

You will own the reward framework, oversee annual compensation cycles, monitor equity lifecycles, and ensure governance and compliance across regions. Fluent English is required in our working language.

Qualifications

• Significant experience leading a Total Rewards or Comp & Ben function in an international, multi-site company. Scale-up, tech or marketplace experience is a strong plus.
• Hands-on ownership of stock option and BSPCE programmes (or comparable French equity plans): governance, allocation and lifecycle.
• A track record of running people cost and headcount planning with Finance, and of building or rebuilding an HR data or analytics capability.
• Multi-country practice across Europe and at least one of the US or APAC, with working knowledge of pay transparency and pay equity requirements.
• Credibility with a CEO, a CFO and an Executive Committee: you bring fact-based recommendations and challenge constructively.
• Sound judgement balancing fairness, business needs, market competitiveness and financial sustainability.
• A builder mindset: you enjoy shaping a hub that is still taking form with a lean team, and you stay close enough to the detail to guarantee quality.
• The ability to explain complex reward and equity topics simply, and to handle sensitive matters with discretion.
• Fluent English (our working language).

Responsibilities

• Build and lead the hub: set the hub's vision, roadmap and ways of working; lead three experts and manage specialist providers.
• Define who decides what with People Partners, Finance, Legal, Payroll and People Ops & Tech, and shape our People strategy as a member of the People Leadership Team.
• Own our reward philosophy and global compensation framework: job architecture, salary ranges, benchmarking and pay positioning.
• Lead the annual compensation review with Finance, and advise executives and People Partners on offers, promotions, retention and organisational changes.
• Monitor internal equity and market competitiveness, and get Back Market ready for the EU Pay Transparency Directive.
• Own equity principles, governance and the role of equity in total compensation, with Finance and Legal.
• Guarantee a reliable, documented and auditable lifecycle from grant to exit, and help employees understand and value their equity.
• Own the HR Cockpit priorities and the definition of our key People metrics, built on Workday and aligned with company data standards.
• Co-steer workforce planning and the people cost trajectory with Finance (headcount, compensation, equity, benefits, contingent workers), with scenarios for organisational decisions.
• Set the principles for global and local benefits and immigration, and manage providers on compliance, quality, cost and employee experience as we grow internationally.
• Make sure reward decisions and sensitive data are handled with clear governance, approvals, auditability and data protection, and flag reward-related risks early.

Skills

Total Rewards

People data

Headcount planning

Finance collaboration

Stock options

BSPCE

HR analytics

Pay transparency

Equity governance

Leadership

Tools

Workday

Job description

Back Market is seeking a Director, Rewards & Data to lead global compensation, equity, benefits and workforce analytics. You will guide a three-person team and external providers, shaping a data-driven view of headcount, costs and mobility to inform leadership decisions.

You will own the reward framework, oversee annual compensation cycles, monitor equity lifecycles, and ensure governance and compliance across regions. Fluent English is required in our working language.