The Global C&B Manager is responsible for developing, implementing, and maintaining Hazera’s global compensation and benefits practices, policies, processes, and resources.
Responsibilities:
Lead and develop Hazera’s global Compensation & Benefits strategy, frameworks, and programs, aligned with business and Group objectives.
Design, implement, and manage short and long- term compensation, incentive, and benefits programs across multiple regions. This will be done in close collaboration with Group Limagrain and Limagrain Vegetable Seeds sister companies colleagues, to align total rewards practices, share best practices, and ensure global consistency with local relevance.
Drive market benchmarking, job evaluation, and leveling processes to ensure internal equity and external competitiveness.
Lead major compensation cycles and provide analytical and operational support.
Oversee regional benefits programs, including pension, health, and wellbeing plans.
Ensure compliance with labor, tax, and regulatory requirements in collaboration with Finance and Legal teams.
Manage global mobility activities, including international relocations, visas, work permits, and expatriation/repatriation support.
Provide day-to-day advisory support to HR Business Partners and managers, including ad-hoc analysis and insights.
Candidate profile:
Relevant academic degree in HR, Business, Social Sciences, Statistics, Economics/Accounting.
Several years of experience in a global C&B role within a complex, multicultural organization.
Up-to-date knowledge of compensation best practices and market trends.
Experience with SAP systems is an advantage.
Strong analytical skills with attention to detail.
High motivation, proactive, with the ability to lead changes.
Excellent interpersonal and communication skills.
Advanced user of MS Office Package.
English & preferably Dutch fluency (any other language will be a plus).
Our recruitment process consists of two (or more) interviews, depending on the job.
The first interview focuses on understanding the candidate’s background, experience, and motivation for the role, as well as assessing overall fit.
The second interview is more in-depth and explores role-specific skills, competencies, and alignment with the team and company culture. A final decision is made following this stage.
Candidates may be asked to complete an assessment designed to evaluate role-specific skills.
Reach out to Andreea Catarov & Marleen Schneijdenberg for more info.
