pOur Client is undisclosed. They are a global group operating in the bdiagnostics industry /b, with a complex binternational footprint /b and a strong focus on innovation, business performance and organizational evolution. /p pThe Group is currently strengthening its Corporate HR capabilities, with a particular focus on bdeveloping a more structured, consistent and internationally aligned approach to Total Rewards. /b /p h3Position – The role: /h3 pWithin this evolving context, the Client is looking for a bCorporate Total Rewards Manager /b b(CTRM) /b to contribute to the development and consolidation of the Group's global Reward framework. /p pReporting to the bSenior Director, Corporate Total Rewards /b, the role will be part of a recently established bCentre of Excellence /b, with the opportunity to play a bkey role in designing and shaping /b reward principles, policies, processes, systems and governance across the organization. /p pThe position offers a significant opportunity to contribute to a btransformation journey /b, moving from a relatively decentralized and still developing Reward environment towards a more structured, transparent, market-competitive and performance-oriented model. /p pWith a bdata-driven and consultative mindset /b, 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. /p pThe position will cover: /p ul lithe Group's bjob architecture and grading framework /b /li lithe annual bcompensation cycles /b (salary review, short-term and long-term incentives) /li libmarket benchmarking and salary structures /b /li lithe bremuneration governance /b and disclosure obligations as a listed company /li lipay equity and transparency initiatives. /li /ul pWorking with HR Business Partners, Talent Attraction and Development, Finance, Legal, Corporate Affairs and business leaders internationally, the CTRM will act as a btrusted advisor /b and bchange agent /b, providing fact-based recommendations and promoting adoption of a shared Reward and performance culture. /p h3Position – Specific responsibilities: /h3 ul libJob Architecture Grading /b: 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. /li libSalary Structures Market Benchmarking /b: 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.



/li libAnnual Reward Cycles Short-Term Incentives /b: Coordinate the end-to-end annual salary review and short-term incentive (MBO/premio) process, including guidelines, communication, tools, timelines, HRBP support and post-cycle analysis /li libLong-Term Incentive /bs: 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 /li libListed Company Governance /b: 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 /li libPay Equity Transparency /b: Support gender pay gap analyses and the implementation of the EU Pay Transparency Directive, including job evaluation criteria, pay range disclosure and reporting requirements. /li libAdvisory Offers: /bProvide 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 /li libData, Systems Policies: /bEnsure 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 /li /ul h3Position – Critical priorities: /h3 ul libBuild and embed the Reward operating framework: /bConsolidate the recently introduced Group job architecture and grading system, market references and listed‑company policies into scalable processes, governance and consistent decision‑making /li libRedesign MBO effectiveness: /bAddress excessive discretion and imbalances between qualitative and quantitative objectives, strengthen links to business results and review payout principles /li libUpgrade analytics and drive change /b: 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 /li /ul h3Requirements: /h3 ul liMaster's degree in Economics, Business Administration, Statistics, Engineering or a related discipline. Postgraduate specialization in HR Management or Compensation Benefits is a plus. /li lib4–6 years of professional experience /b in Reward / Compensation Benefits, gained within a multinational company and/or a specialized Reward consulting firm. /li libHands-on /b experience in job architecture,



job evaluation and grading projects, ideally leveraging recognized methodologies such as Korn Ferry Hay, Mercer IPE, WTW GGS or equivalent. /li liProven experience in bcore Reward processes /b, including annual salary review, short-term incentive/MBO cycles, compensation market benchmarking and salary structure design. /li liExposure to the bReward governance and compensation processes of a listed company /b, including Remuneration Reports, Remuneration Committee support and long‑term/equity incentive plans, will be considered a strong advantage. /li liExperience in international, matrixed organizations, supporting different countries, business units and stakeholder groups. /li liFamiliarity with bHRIS compensation modules /b, preferably SuccessFactors, and compensation survey platforms. /li liSolid knowledge of Reward principles, compensation methodologies, market practices and relevant governance requirements. /li /ul h3Key skills include: /h3 ul liStrong banalytical and quantitative capabilities /b, 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 /li liAdvanced bExcel skills /b (data modelling, cost simulations); knowledge of bAI tools /b (e.g. Claude) is a plus /li libDesign and problem‑solving mindset /b, with the ability to challenge existing approaches, develop new frameworks and translate concepts into practical, scalable and sustainable Reward solutions /li libChange management orientation /b, 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 /li liExcellent bstakeholder management and communication skills /b, bassertiveness and influencing capabilities /b, with the ability to explain technical topics in simple terms /li libPragmatic and hands‑on approach, /b 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 /li libProactive, structured and process‑oriented approach /b, able to manage multiple deadlines in a fast‑paced environment /li liHigh standards of baccuracy, integrity and confidentiality /b in handling sensitive employee and compensation information /li libFluency /b in Italian and bEnglish /b, both written and spoken, is essential /li libLocation: /b metropolitan area of Turin and/or Milan, and remote. /li /ul h3Job /h3 pThis is a permanent full-time job, in a highly dynamic context. /p pInitial Salary range will be in between EUR 60,000 - 70,000 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.The Client is an equal opportunity employer. /p #J-18808-Ljbffr

📌 Corporate Total Rewards Manager (Genova)
🏢 Rochester Executive Advisory
📍 Genova