Compensation Manager, EMEA

About the position

As the Compensation Manager, EMEA, you will lead the execution of compensation and total rewards strategies across the region, ensuring alignment with global objectives, local regulations, and market competitiveness. You’ll work closely with HR, Finance, and business leaders to deliver high-impact, data-driven compensation solutions that attract, retain, and reward top talent across EMEA and APAC.

What You’ll Do:

• Designing, implementing, and administering compensation and total rewards programs across multiple EMEA and APAC countries in alignment with global strategy and local market practices.
• Managing base pay structures, incentive plans, and long-term equity programs—including private equity-based stock compensation.
• Conducting and analyzing compensation surveys and benchmarking data to maintain a competitive market position, with specific focus on high-demand functions such as product and engineering. Experience with Aon/Radford is a plus.
• Supporting all aspects of executive compensation, including plan design, market benchmarking, governance, and preparation of Compensation Committee materials.
• Administering equity compensation plans such as stock options, RSUs, and PRSUs, including grants, vesting, and regulatory compliance across jurisdictions.
• Advising on salary recommendations, promotional increases, and offer packages, ensuring alignment with internal pay philosophy and external market data.
• Developing compensation structures and strategies tailored to specialized talent segments, including high-growth tech roles in product and engineering, with a focus on competitiveness and alignment.
• Collaborating with internal stakeholders to ensure compensation strategies support talent acquisition, retention, and performance goals.
• Partnering closely on an ongoing basis with Director, Global Compensation to ensure global support, consistency, and provide support for larger projects.
• Partnering with Payroll and Finance teams to ensure seamless processing and reporting of compensation across all supported countries.
• Conducting job evaluations, audits, and preparing job descriptions to ensure clarity, internal equity, and market alignment.
• Ensuring ongoing compliance with regional labor laws, pay equity legislation, tax requirements, and corporate governance standards.
• Supporting compensation-related Workday data processes and reporting, ensuring integrity and accessibility for analytics and decision-making.

What You’ll Bring:

• Good wealth of progressive compensation experience in a complex, global, matrixed organization, ideally in the technology or high-growth sector.
• Expertise in designing compensation strategies for high-impact functions such as product management, software engineering, and R&D.
• Strong technical skills with HRIS systems (Workday preferred) and advanced proficiency in Excel; comfort with data modeling, dashboards, and compensation analytics.
• Excellent analytical and strategic thinking skills; ability to interpret data and translate insights into actionable recommendations.
• Deep understanding of EMEA compensation practices, labor laws, and local regulatory environments.
• Experience with APAC compensation practices, labor laws, and local regulatory environments.
• Ability to build trust and collaborate effectively with stakeholders at all levels, including HR, Finance, Legal, and Executive leadership.
• Preferred: Demonstrated experience with private equity compensation structures, including equity grants, exit/vesting models, and co-investment plans.
• Preferred: Professional certifications (CCP or GRP); experience in M&A or IPO environments; familiarity with international tax and mobility compensation issues.
• Preferred: knowledge of EMEA benefits, including best practices and local regulatory requirements to support global Benefits team.

HR Competencies:

• Hands-on, roll-up-the-sleeves leadership style. Work both on the strategic and detailed transactional level with a strong understanding of and demonstrated expertise within the areas of compensation, benefits, and HRIS systems.
• Strategic Thinker. Ability to think and act at a systemic level. Understands broad business and organizational issues. Is able to apply concepts and theory to real business issues to address both short and long term realities.
• Common Sense. Has a solid understanding of business models, P&Ls, organizations and people. Deals with situations in a logical and proactive manner. Knows when to ask for help.
• Gets things done. A self-starter, who can execute strong project management skills and has the ability to prioritize and multi-task.
• Excellent Communicator. Very strong written and oral communication skills who presents information in a concise yet compelling way along with an executive presence. Bring to the table an ability to present ideas and points of view with a level of comfort.
• Analytical Skills. Reason through complex business/product information to understand organizational implications. Work through a variety of views that lead to the most effective solution. Able to work through financial information with strong attention to detail.
• Organizational Savvy. Does not play politics but understands the politics of an organization. Is able to understand nuance and has well developed instincts as to appropriate response in a variety of situations. Relates and works with a variety of personality types and work styles across all levels of the organization

What We Bring:

Join our HR/Total Rewards team to accelerate your career journey, contributing to projects that have real employee impact. You will be immersed in a dynamic environment that recognizes and celebrates your achievements.

Mimecast offers formal and on-the-job learning opportunities, maintains a comprehensive benefits package that helps our employees and their family members to sustain a healthy lifestyle, and importantly - working in cross functional teams to build your knowledge!

Our Hybrid Model:

We provide you with the flexibility to live balanced, healthy lives through our hybrid working model that champions both collaborative teamwork and individual flexibility. Employees are expected to come to the office at least two days per week, because working together in person:

• Fosters a culture of collaboration, communication, performance and learning
• Drives innovation and creativity within and between teams
• Introduces employees to priorities outside of their immediate realm
• Ensures important interpersonal relationships and connections with one another and our community!