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Nexthink is seeking a Senior Global Compensation Manager to lead the administration and evolution of its global compensation framework across 19 countries. This newly created role reports directly to the Chief People Officer and is central to ensuring Nexthink's compensation programs remain competitive, equitable, and scalable as the organization grows.
You will own and continuously improve Nexthink's global compensation framework, including job architecture, grade profiles, and salary bands across all 19 operating countries. You will lead the full annual compensation cycle from end to end—merit and bonus design, Workday Advanced Compensation configuration, approval workflows, manager enablement, and compensation statements. You will manage the annual benchmarking cycle, working with market-data partners to assess results against the framework and recommend targeted band adjustments as the workforce and markets evolve.
You will own annual pay-equity monitoring, presenting findings and recommendations to the CPO and tracking remediation across geographies. You will partner closely with People Business Partners on offers, promotions, and retention decisions, providing practical guidance grounded in the framework, market data, and business context. You will design compensation approaches for cross-border relocations that support Nexthink's global growth strategy.
You will partner with Finance and Legal on equity-plan administration, including grant communications, vesting schedules, and employee transition impacts. You will work with Finance on headcount-cost modeling, compensation scenarios, and planning inputs. You will partner with HRIS and Workday implementation teams to define compensation requirements, validate workflows and data, and improve the employee and manager experience during compensation cycles. While you will be a key partner in Workday Advanced Compensation enablement, ownership of the broader HR technology roadmap sits with those teams.
You bring rigor, sound judgment, and a practical, business-minded approach to compensation decisions. You excel at turning complex compensation questions into clear, actionable guidance for managers and leaders, giving them confidence to make fair, informed decisions.
REQUIREMENTS:
- Significant global compensation experience in a complex, multi-country organization, including ownership of compensation frameworks, benchmarking, merit, and bonus programs
- Hands-on experience using Workday Advanced Compensation to run compensation cycles and translate business requirements into practical workflows alongside HRIS or implementation partners
- Experience identifying and implementing innovative AI-driven solutions that streamline compensation processes, generate actionable insights, and elevate stakeholder experiences
- Strong analytical and commercial judgment; comfortable building compensation scenarios, maintaining geo-differentiated salary bands, and presenting clear recommendations to Finance and senior leaders
- Experience assessing pay equity, translating findings into action, and managing remediation tracking
- Confidence operating in a global, multi-currency environment, including the complexities of payroll and EOR arrangements
- The ability to balance consistency with pragmatism, knowing when to apply the framework and when a thoughtful exception is needed
- Clear, credible communication skills; ability to turn complex compensation topics into straightforward guidance for People Business Partners, managers, Finance partners, and executive stakeholders
- Total Rewards, Compensation, or HR Technology leadership experience with demonstrated administration and evolution of compensation frameworks, benchmarking cycles, and annual merit and bonus programs at a global company
- Workday expertise in HCM and Advanced Compensation (a plus); understanding of system structure, ability to make informed design decisions alongside a technical implementation team, and ability to hold a Workday partner accountable to HR requirements
- A genuine track record of driving process change through technology or automation—something you built or deployed that produced measurable outcomes
- Strong analytical fluency; comfortable modeling compensation scenarios, building geo-differentiated salary band frameworks, and presenting methodology to a CFO or senior leadership team
- Ability to operate effectively in a global, multi-currency environment with payroll complexity, EOR arrangements, and multi-country data considerations
- Excellent stakeholder communication; ability to translate complex compensation and systems decisions into clear guidance for HRBPs, managers, Finance partners, and senior leadership
