This is a newly created Director-level role at the intersection of three agendas that matter deeply to Nexthink right now: building a world-class Total Rewards function, driving a significant Workday implementation to a successful landing, and accelerating the use of AI and automation across HR operations. You will report directly to the Chief People Officer and manage the HRIS team, operating as a peer to our HR Business Partnering, Talent Acquisition, and Talent Success leads.
This is not a caretaker role. Nexthink has an established compensation framework — your job is to own it, administer it with rigor, and evolve it as our workforce grows across 19 countries. You will be the most senior HR voice on total rewards and people technology, ensuring our compensation programs remain competitive, equitable, and scalable as the business scales. You will partner with a dedicated Workday implementation team in Business Transformation who own project delivery — meaning you bring the HR expertise and compensation design authority, while they deliver the technical build.
If you want to own a compensation function that matters, shape how a growing global technology company evolves its people programs, and do it with direct access to the CPO and leadership team — this is the opportunity.
What You Will Own
Total Rewards
- Own and administer Nexthink's established global compensation framework: maintain job architecture, grade profiles, and salary bands across 19 countries, ensuring they remain accurate, competitive, and fit for purpose as the workforce grows
- Run the annual compensation cycle end-to-end — merit and bonus plan design, manager self-service in Workday Advanced Compensation, approval workflows, and compensation statements
- Run the annual compensation benchmarking cycle: manage market data partners, analyse results against the existing framework, and recommend targeted band adjustments to the CPO as the workforce and market evolve
- Own pay equity monitoring: run the annual pay equity review against the existing framework, surface findings to the CPO, and manage remediation tracking across all geographies
- Advise HR Business Partners on offer, promotion, and retention decisions — as the most senior compensation authority in the People & Talent function
- Design compensation models for cross-border relocations in support of the company's geographic growth strategy
- Support equity plan administration in partnership with Finance and Legal: grant communication, vesting schedules, and ownership transition impacts
- Partner with Finance on headcount cost modelling, compensation scenario planning, and people data inputs for financial planning
People Systems & HRIS Leadership
- Lead and develop the HRIS team, setting direction and building capability to serve as a trusted partner across HR, Finance, and IT
- Serve as the HR function's senior authority on Workday: own people requirements for the ongoing Workday implementation, make binding design decisions on compensation module configuration, and sign off on deliverables before go-live
- Partner with the Business Transformation Workday team — you bring HR and compensation expertise; they own technical project delivery; together you make the implementation land
- Own Workday data governance: org hierarchy accuracy, position management discipline, compensation data quality, and the standards that give Finance and payroll confidence in the system
- Manage the ongoing Workday roadmap for HR: release management, future module expansions, and integration health with payroll, Finance, and IT systems
- Build the people analytics foundation: define core metrics, produce the CPO and leadership dashboard, and establish the data infrastructure for future analytics investment
AI & HR Transformation
- Lead the People & Talent AI adoption roadmap — identify highest-leverage opportunities for a lean HR team and sequence delivery by impact and effort
- Drive the first wave of HR automation: onboarding workflows from Workday hire events, AI-assisted policy Q&A, job description generation tied to the job architecture, and compensation cycle automation
- Evaluate and implement AI vendor tools that augment Workday and the broader HR function — conversational assistants, analytics layers, and document intelligence
- Build a clear ROI measurement framework for every automation deployed: time saved, error reduction, and HR capacity freed — documented for leadership and board review
- Partner with IT, Legal, and Business Transformation on AI governance, GDPR compliance, and data residency across all operating countries