HRBP - Compensation & Benefits, EMEIA

Crane Worldwide Logistics; Greater London; On-site; GBP 75,000 - 110,000; Full time

Job summary

Crane Worldwide Logistics LLC in the United Kingdom seeks an HRBP - Compensation & Benefits, EMEIA to drive regional compensation, benefits and payroll programs across multiple countries, ensuring they are competitive, compliant and cost-efficient.

You will partner with Regional HR, Payroll, Finance, Talent Acquisition and Corporate teams to strengthen governance and deliver a scalable operating model that supports business growth and an enhanced employee value proposition across EMEIA.

Qualifications

• Experience in compensation, benefits and payroll governance.
• Experience across multiple EMEIA countries.
• CIPD or equivalent professional qualification preferred.
• Experience using HRIS and payroll systems; UKG experience advantageous.

Responsibilities

• Review the EMEIA compensation, benefits and payroll landscape across locations.
• Develop a regional compensation and benefits roadmap aligned with growth and workforce plans.
• Design fair, competitive and sustainable reward and benefit structures across countries.
• Support market benchmarking and consistent salary ranges, allowances and benefits.
• Translate country benefit offerings into clear information for job ads, candidate discussions and offers.
• Strengthen governance, controls and service standards for regional payroll and benefits.

Skills

Compensation knowledge

Benefits knowledge

Payroll knowledge

Data governance

Education

CIPD or equivalent qualification

HR qualification

Tools

HRIS

UKG

Job description

Crane Worldwide Logistics is a leader in supply chain solutions with 150+ locations across 36 countries, providing services that address our clients' logistics challenges.

The HRBP - Compensation & Benefits, EMEIA supports the development and delivery of the regional compensation, benefits and payroll agenda across a diverse and growing geographical region. The role will help build a more consistent, scalable and effective operating model, ensuring programmes remain competitive, cost-effective,
compliant and aligned with business and workforce needs. Working closely with Regional HR, business leaders, Payroll, Finance, Talent Acquisition and Corporate teams, the role will strengthen governance and improve the employee value proposition across EMEIA.

Essential Job Funcations:

• Review the EMEIA compensation, benefits and payroll landscape, documenting current arrangements, gaps, risks and improvement opportunities.
• Develop a regional compensation and benefits roadmap aligned with business growth, workforce plans and employee needs.
• Design fair, competitive and sustainable reward and benefit structures that support attraction, retention and engagement.
• Support market benchmarking and consistent approaches to salary ranges, allowances and benefit positioning.
• Translate country benefit offerings into clear information for job advertisements, candidate discussions and offers.
• Strengthen the regional compensation, benefits and payroll operating model, including ownership, controls and service standards.
• Support additional country payroll onboarding and transitions into the agreed managed-service model.
• Coordinate benefit renewals and vendor arrangements with brokers, insurers and pension providers.
• Oversee interfaces between HRIS, Payroll and benefit providers.
• Maintain strong data governance, controls and process documentation.
• Support payroll and benefit reconciliations, audits and issue resolution.
• Improve the use of UKG and other systems for workflows, reporting and controls.
• Evaluate benefit requirements for new entities and expanding workforces, considering market practice, cost and compliance.
• Develop regional policies, standard operating procedures, guidance and country benefit summaries.
• Identify compensation, benefit and payroll requirements arising from workforce growth and expansion.
• Partner with HR and Talent Acquisition to ensure the reward proposition supports the attraction of talent.
• Collaborate with business leaders, Corporate Rewards, Payroll, Finance, Legal and other key stakeholders.
• Support new-country implementation, integration and harmonisation projects across EMEIA.
• Ensure regional approaches comply with applicable employment, tax, social security and data protection requirements.
• Provide budgeting, cost analysis and management information, identifying opportunities for consolidation and continuous improvement.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Requirements:

• Talking, hearing and using hands to operate a computer keyboard, mouse and other computer components.
• Sitting for extended periods of time.
• Vision abilities required by this job include close vision and the ability to adjust focus.

Other Skills/Abilities:

• Strong working knowledge of compensation, benefits and payroll principles, with the ability to apply them across multiple countries.
• Strong analytical capability, with confidence interpreting data, identifying trends and presenting practical recommendations.
• Effective stakeholder, vendor and project management skills, with the judgement to balance employee, commercial and compliance considerations.

Education and Experience:

• Relevant experience in compensation, benefits, reward, payroll governance or a closely related regional HR role is essential.
• Experience working across multiple EMEIA countries and supporting growth or change projects is strongly preferred.
• CIPD or another relevant professional qualification is preferred.
• Experience using HRIS, payroll and reporting systems; UKG experience would be advantageous.

Certifications and Licenses:

• Relevant professional certification or continuing professional development is advantageous.

Disclaimer:

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.