Global Reward Manager

Global Reward Manager

Gruppo Campari | Sesto San Giovanni, Provincia di Milano, IT

Posted a month ago

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Campari Group today is a major player in the global branded spirits industry, with a portfolio of over 50 premium and super premium brands, marketed and distributed in over 190 markets around the world, with leading positions in Europe and the Americas.

Headquartered in Milan, Italy, Campari Group owns 22 plants worldwide and has its own distribution network in 22 countries, and employs approximately 4,000 people.

Shares of the parent company Davide Campari - Milano N.V. are listed on the Italian Stock Exchange since 2001. Campari Group is today the sixth-largest player worldwide in the premium spirits industry.

Mission and key priorities of the role:
You will join our HR team at the Group level based in Milan (flexible location within Europe possible), reporting directly to the Global Reward Head. The Global Reward Center of Expertise is responsible for overseeing employees’ Total Rewards Practices, ensuring engagement, internal equity, external competitiveness, and contributing to the well-being of Camparistas.
As a Global Reward Manager, you will be working in close collaboration with the rest of the HR Community. The role will play a key role in the Global Reward CoE, including support in some of the most important Programmes and Processes, with a particular focus on equity programs and executive compensation.
Your responsibilities include:

Equity Based plans

  • Assess, proposed and design global equity programs and manage it with end-to-end accountability
  • Lead the projects for new equity programs, including the alignment and engagement with senior leaders in the organization
  • Advise and bring recommendations on equity program design, especially highlights from proxy advisors
  • Provide advice and guidance to the Regional Reward Team on the process
  • Manage the operation and maintenance of these programs in periodic bases and in connection with regional/local teams
  • Establish connection with Finance teams for the management of these programs
  • Evaluate global providers and recommend changes if needed
  • Support on internal and external audits if needed

Corporate Governance & Executive Compensation

  • Guide, advise and support on the strategy for the Executive compensation management
  • Managing the data collection and the analysis useful for the Annual Executive Remuneration Report
  • Calculation of compensation ratios (E.g.: CEO Pay ratio)
  • Materials preparation for RemCo meetings
  • Materials preparation for Executive Remuneration Report

Job evaluation

  • Design global grading methodologies, their training guidelines and making a global deployment
  • Manage the Job Evaluation Process/Governance for the Executive population and Global Roles.
  • Engagement with HR and Manager communities about the job evaluation process and outcomes

Salary Review (Compensation Cycle)

  • Support on the strategy definition of what a ‘good likes’ Comp Cycle needs to achieve
  • Design and operation of global compensation cycles (annual increases, bonuses and equity grants)
  • Responsible for the setup of the system and preparation activities: Budget definition and Salary Ranges.
  • Provide advice and guidance to the Regional Reward Team on the process and the system
  • Address and manage any technical/configurations (with support of HRIS team if needed)
  • Monitor the process and ensure compliance with global deadlines
  • Coordinating the cycle execution, with support of Regional and Local teams

STI Bonus plan

  • Design and implement global short term incentive plans (annual bonus)
  • Responsible for the cycle and system preparation with support of Regional and Local teams
  • Provide advice and guidance to the Regional Reward Team on the process and the system
  • Global process accountability and its respective operational aspects on STI programs
  • Monitor the process and ensure compliance with global deadlines

Regional coordination for APAC Region

The role oversees and support APAC region on the Total Rewards topics

Who are we looking for

  • Bachelor/Master’s degree in Economics, Business or 1st level Master in HR
  • At least 5 years of experience in Reward teams, from leading Consulting firms or within structured multinational Groups
  • Knowledge of the main Job Evaluation and grading systems
  • Knowledge of the equity programs. Having implemented such plans is a plus.
  • Knowledge of Executive Compensation Management.
  • Very good knowledge of Excel/PowerPoint and ability to learn new specific software
  • English proficiency
  • Strong ability to shift from detailed analysis to synthesis according to what the context requires
  • Highly organized with an analytical mindset
  • Well-developed analytical abilities and logical thinking approach to problems;
  • Ability to operate on long term horizons in planning and analysis;
  • Influential and communications skills
  • Success Factors knowledge is a plus
  • Occasional travel (less than 10% of the time, if based in Milan

Our commitment to Diversity & Inclusion:

At Campari Group we believe in building more value together, thus we see diversity in all forms as a source of enrichment. Our employment policies and practices ensure that we are committed to providing equal employment opportunities in all aspects of employment without regard to any individual’s race, religion, creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender identity or characteristics or expression, political affiliation or activity, age, veteran status, citizenship, or any other characteristic protected by law.

Note to applicants:

Your application will be assessed based on your abilities, expertise, general knowledge and experience, not because of any confidential, proprietary or trade secret information you may possess. You must not disclose to Campari Group any such information. In the event that you are asked a question that cannot be answered without disclosure of any confidential, proprietary or trade secret information (including from a current or prior employer or their vendors or customers), you must decline to answer the question.

Notice to third party agencies: