Company Description
Nexthink is the leader in digital employee experience management software. The company provides IT leaders with unprecedented insight allowing them to see, diagnose and fix issues at scale impacting employees anywhere, with any application or network, before employees notice the issue. As the first solution to allow IT to progress from reactive problem solving to proactive optimization, Nexthink enables its more than 1,300 customers to provide better digital experiences to more than 18 million employees. Dual headquartered in Lausanne, Switzerland and Boston, Massachusetts, Nexthink has 9 offices worldwide.
Job Description
At Nexthink, we are building a high-performing global organization where great people can do their best work. As we continue to grow across 19 countries, we are looking for a Senior Global Compensation Manager to help ensure our compensation programs are competitive, equitable, and built to scale.
This newly created role will report directly to the Chief People Officer and lead the administration and evolution of Nexthink’s global compensation framework. You will bring rigor, sound judgment, and a practical, business-minded approach to the decisions that matter most: how we reward, retain, and grow our people.
You will lead our annual compensation cycles, turn market data into clear recommendations, and partner closely with People Business Partners, Talent Acquisition, Finance, Legal, and senior leaders. You will make complex compensation questions easier to understand and act on—giving managers and leaders the confidence to make fair, informed decisions.
You will also use Workday Advanced Compensation to enable effective compensation delivery, partnering with our HRIS and implementation teams on requirements, workflows, and data quality. While you will be a key partner in this work, ownership of the broader HR technology roadmap sits with those teams.
What You Will Own
- Own and continuously improve Nexthink’s global compensation framework, including job architecture, grade profiles, and salary bands across 19 countries.
- Lead the annual compensation cycle from end to end, including merit and bonus design, Workday Advanced Compensation configuration, approval workflows, manager enablement, and compensation statements.
- Lead the annual benchmarking cycle: manage market-data partners, assess results against our framework, and recommend targeted band adjustments as our workforce and markets evolve.
- Own annual pay-equity monitoring, presenting findings and recommendations to the CPO and tracking remediation across geographies.
- Partner with People Business Partners on offers, promotions, and retention decisions, providing practical guidance grounded in the framework, market data, and business context.
- Design compensation approaches for cross-border relocations that support Nexthink’s global growth strategy.
- Partner with Finance and Legal on equity-plan administration, including grant communications, vesting schedules, and employee transition impacts.
- Work with Finance on headcount-cost modelling, compensation scenarios, and planning inputs.
- 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.
What You Will Bring
- 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.
- Bring experience identifying and implementing innovative AI-driven solutions that streamline compensation processes, generate actionable insights, and elevate stakeholder experiences.
- Strong analytical and commercial judgment. You are 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. You can turn complex compensation topics into straightforward guidance for People Business Partners, managers, Finance partners, and executive stakeholders.
Qualifications
- Total Rewards, Compensation, or HR Technology leadership experience — you have administered and evolved compensation frameworks, run benchmarking cycles, and managed annual merit and bonus programs at a global company
- Workday expertise in HCM and Advanced Compensation is a plus, you understand how the system is structured, can make informed design decisions alongside a technical implementation team, and can 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 modelling 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, you can translate complex compensation and systems decisions into clear guidance for HRBPs, managers, Finance partners, and senior leadership
#LI-Hybrid
Additional Information
We are the pioneers and trailblazers of a global IT Market Category (DEX) that is shaping the future of how the world works, giving our customers’ IT Teams total digital visibility across their enterprise. Our innovative solutions integrate real-time analytics, automation, and employee feedback across all endpoints. This enables our IT teams to solve complex technical challenges, create ever more productive workplaces, and deliver happy, satisfied employees in the digital workplace.