Performance And Rewards

The Senior lead Performance & Rewards will be responsible for designing, managing, and governing global compensation and reward programs across North America and Europe. The role will drive compensation strategies that support talent attraction, retention, performance differentiation, and business growth within a global engineering and technology services environment.

The incumbent will serve as a strategic partner to Business Leaders, HR Business Partners, Finance, and Talent teams in managing annual compensation cycles, sales incentive programs, variable pay frameworks, reward policies, and compensation governance across multiple geographies including the United States, Canada, United Kingdom, Germany, Romania, and other European markets.

The role requires strong expertise in compensation benchmarking, compensation fitment, incentive plan design, simulations, and policy formulation while ensuring alignment with business objectives, market competitiveness, and local regulatory requirements.

Key Responsibilities

Global Compensation Strategy & Governance

• Lead compensation design and administration for North America and European regions.
• Provide compensation recommendations for hiring, promotions, international transfers, retention, and critical talent decisions.
• Manage and govern salary structures, pay ranges, benchmarking, and compensation positioning across assigned geographies.
• Ensure internal equity, market competitiveness, and compliance with regional employment and compensation regulations.
• Partner with business leaders on workforce affordability and compensation investment decisions.

Annual Merit & Reward Programs

• Lead end-to-end annual merit planning processes across global geographies.
• Develop and execute salary increase simulations, budget allocation models, and cost-impact analyses.
• Drive reward differentiation frameworks linked to performance outcomes.
• Support calibration exercises by providing compensation insights and workforce analytics.
• Monitor effectiveness of merit programs and recommend improvements based on market trends and business priorities.

Variable Pay, Individual Pay (IP) & Company Pay (CP)

• Design and administer annual and quarterly incentive programs.
• Develop simulation models for IP, CP, and performance-linked reward plans.
• Manage governance, payout calculations, and approval processes.
• Assess plan effectiveness and recommend modifications to improve performance and business outcomes.
• Partner with Finance to ensure accuracy of accruals, budgeting, and payout forecasts.

Sales Incentive Framework Design

• Design and manage sales incentive plans for Hunter , Farmer and hybrid model
• Develop incentive structures aligned to revenue growth, bookings, profitability, and strategic account objectives.
• Define measures, thresholds, accelerators, payout curves, and governance mechanisms.
• Conduct effectiveness reviews and support leadership with recommendations on plan optimization.
• Benchmark sales compensation practices against industry peers and market standards.

Compensation Benchmarking & Workforce Analytics

• Conduct market benchmarking using global compensation surveys and industry databases.

• Analyze:

• Pay competitiveness

• Talent affordability

• Internal parity

• High-potential talent compensation

• Critical skill premiums

• Generate insights and recommendations for business and leadership teams.

• Develop executive dashboards and compensation analytics for HR and management reviews.

Policy Design & Regional Compliance

• Develop and maintain compensation and reward policies tailored to regional requirements.

• Formulate policies for:

• Salary administration

• Incentive compensation

• Retention rewards

• Sign-on and joining bonuses

• Recognition programs

• International and cross-border assignments

• Ensure compliance with applicable labor laws, pay regulations, and governance standards across supported geographies.

Strategic Talent & Reward Advisory

• Partner with HRBPs and business leaders to address talent retention and reward challenges.
• Support compensation decisions for critical roles, niche skills, and business transformation initiatives.
• Advise leadership on reward implications of organizational changes, restructuring, and talent investments.
• Drive differentiated reward strategies for high performers and key talent segments.

Experience

• 12-15 years of HR experience with at least 8+ years in Compensation, Rewards, or Total Rewards.

• Experience managing global compensation programs within a Technology, Engineering Services, ER&D, IT Services, or Consulting organization.

• Hands-on experience supporting compensation programs across:

• United States

• Canada

• United Kingdom

• Germany

• Romania

• Other European Markets

• Experience designing sales incentive plans for services-led businesses.

• Strong background in compensation modeling, simulations, benchmarking, and reward governance.