Our Client is undisclosed.
They are a global group operating in thediagnostics industry, with a complexinternational footprintand a strong focus on innovation, business performance and organizational evolution.
La preghiamo di leggere attentamente la panoramica e i requisiti per questa occasione di lavoro riportati di seguito.
The Group is currently strengthening its Corporate HR capabilities, with a particular focus ondeveloping a more structured, consistent and internationally aligned approach to Total Rewards.
Position – The role:
Within this evolving context, the Client is looking for aCorporate Total Rewards Manager(CTRM)to contribute to the development and consolidation of the Group's global Reward framework.
Reporting to theSenior Director, Corporate Total Rewards, the role will be part of a recently establishedCentre of Excellence, with the opportunity to play akey role in designing and shapingreward principles, policies, processes, systems and governance across the organization.
The position offers a significant opportunity to contribute to atransformation journey, moving from a relatively decentralized and still developing Reward environment towards a more structured, transparent, market-competitive and performance-oriented model.
With adata-driven and consultative mindset, the role will support the design, implementation and governance of compensation policies and programs, ensuring internal equity, external competitiveness, regulatory compliance and alignment with the Group's business strategy.
The position will cover:
the Group'sjob architecture and grading framework
the annualcompensation cycles(salary review, short-term and long-term incentives)
market benchmarking and salary structures
theremuneration governanceand disclosure obligations as a listed company
pay equity and transparency initiatives.
Working with HR Business Partners, Talent Attraction and Development, Finance, Legal, Corporate Affairs and business leaders internationally, the CTRM will act as atrusted advisorandchange agent, providing fact-based recommendations and promoting adoption of a shared Reward and performance culture.
Position – Specific responsibilities:
Job Architecture & Grading: Maintain, further develop and ensure the consistent application of the Group's recently established job architecture, including job families, career levels and job titles.
Lead job evaluation and grading activities for new and evolving positions, leveraging the Willis Towers Watson methodology and ensuring alignment across countries, functions and divisions.
Salary Structures & Market Benchmarking: Manage participation in international compensation surveys, conduct market pricing and benchmarking analyses, and design, review and update salary ranges and structures.
Support the progressive introduction of market-based compensation principles, providing objective references to ensure competitive,



consistent and equitable pay decisions.
Annual Reward Cycles & Short-Term Incentives: Coordinate the end-to-end annual salary review and short-term incentive (MBO/bonus) process, including guidelines, communication, tools, timelines, HRBP support and post-cycle analysis
Long-Term Incentives: Supports the administration of long?term incentive plans (e.g., stock option and share plans), including grant proposals, vesting tracking, performance condition monitoring and coordination with Finance, Legal and plan administrators
Listed Company Governance: Contribute to the preparation of the annual Remuneration Report (art. 123?ter TUF) and supporting materials for the Remuneration Committee and Board, ensuring alignment with the Corporate Governance Code, Consob regulations and investor/proxy advisor expectations
Pay Equity & Transparency: Support gender pay gap analyses and the implementation of the EU Pay Transparency Directive, including job evaluation criteria, pay range disclosure and reporting requirements.
Advisory & Offers:Provide guidance to HRBPs and managers on new hire offers, promotions, internal moves and retention cases, ensuring decisions are consistent with policies, internal equity and budget
Data, Systems & Policies:Ensure accuracy of reward data in SuccessFactors, develops reporting and dashboards, drafts and updates reward policies and guidelines, and contributes to continuous improvement and automation of reward processes
Position – Critical priorities:
Build and embed the Reward operating framework:Consolidate the recently introduced Group job architecture and grading system, market references and listed?company policies into scalable processes, governance and consistent decision?making
Redesign MBO effectiveness:Address excessive discretion and imbalances between qualitative and quantitative objectives, strengthen links to business results and review payout principles
Upgrade analytics and drive change: Overcome current limitations of a heavily customized SuccessFactors environment; build usable reward data and reporting, educate stakeholders and influence senior leaders through clear, assertive and evidence?based dialogue
Requirements:
Master's degree in Economics, Business Administration, Statistics, Engineering or a related discipline.
Postgraduate specialization in HR Management or Compensation & Benefits is a plus.
4–6 years of professional experiencein Reward / Compensation & Benefits,



gained within a multinational company and/or a specialized Reward consulting firm.
Hands-onexperience in job architecture, job evaluation and grading projects, ideally leveraging recognized methodologies such as Korn Ferry Hay, Mercer IPE, WTW GGS or equivalent.
Proven experience incore Reward processes, including annual salary review, short-term incentive/MBO cycles, compensation market benchmarking and salary structure design.
Exposure to theReward governance and compensation processes of a listed company, including Remuneration Reports, Remuneration Committee support and long?term/equity incentive plans, will be considered a strong advantage.
Experience in international, matrixed organizations, supporting different countries, business units and stakeholder groups.
Familiarity withHRIS compensation modules, preferably SuccessFactors, and compensation survey platforms.
Solid knowledge of Reward principles, compensation methodologies, market practices and relevant governance requirements.
Key skills include:
Stronganalytical and quantitative capabilities, with the ability to work directly with complex data, develop compensation models and cost simulations, identify meaningful insights and translate findings into clear business recommendations
AdvancedExcel skills(data modelling, cost simulations); knowledge ofAI tools(e.g. Claude) is a plus
Design and problem?solving mindset, with the ability to challenge existing approaches, develop new frameworks and translate concepts into practical, scalable and sustainable Reward solutions
Change management orientation, with the ability to contribute to organizational transformation, promote new ways of working and support the adoption of Reward policies and processes in an evolving environment
Excellentstakeholder management and communication skills,assertiveness and influencing capabilities, with the ability to explain technical topics in simple terms
Pragmatic and hands?on approach,with intellectual curiosity, attention to detail and the willingness to work directly on systems, data and analytical tools, while maintaining a broader perspective on business priorities
Proactive, structured and process?oriented approach, able to manage multiple deadlines in a fast?paced environment
High standards ofaccuracy, integrity and confidentialityin handling sensitive employee and compensation information
Fluencyin Italian andEnglish, both written and spoken, is essential
Location:metropolitan area of Turin and/or Milan, and remote.
Job
This is a permanent full-time job, in a highly dynamic context.
Initial Salary range will be in between EUR 60,********,000 plus Bonus, and Benefits, in line with Client commitment to transparent and equitable compensation practices.
Final compensation will depend on real experience and relevant skills.
xlwpduy The Client is an equal opportunity employer.
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📌 Corporate Total Rewards Manager (Bologna)
🏢 Rochester Executive Advisory
📍 Bologna