Global Total Rewards Business Partner - Talent Solutions

This role serves as the Global Total Rewards partner for Talent Solutions, with a strong focus on sales and incentive design. It shapes how pay and incentives drive growth, margin, and retention across countries while ensuring governance, equity, and compliance. The role operates at the intersection of Business, Sales, Finance, and HR, translating strategy into scalable reward solutions.

This role also serves as a member of the Global Total Rewards team, supporting global initiatives (e.g., global job architecture, market pricing frameworks, pay governance and harmonization) and ensuring alignment of the initiatives with the Talent Solutions global brand including the RPO, TAPFIN (MSP), and Right Management service lines.

Making an Impact – Your Key Responsibilities, Accountabilities, Ways of Working -    Talent Solutions (~70%25-80%25)
•    Advise business leaders on how pay and incentives support attraction, retention, and performance
•    Partner with HRBPs and Finance on workforce planning, capability shifts, and productivity goals
•    Act as a trusted advisor on trade-offs between cost, competitiveness, global consistency, and local flexibility
•    Lead annual and off cycle compensation processes, including merit, promotions, and market adjustments
•    Apply global compensation philosophy consistently across regions, managing exceptions within defined governance guardrails
•    Support pay equity, transparency, and regulatory readiness (e.g., EU Pay Transparency)
•    Lead the annual design of sales and incentive plans, aligning plans across countries to strategic business objectives
•    Partner with Business, Finance, and Sales Operations on incentive design, modeling, and scenario analysis
•    Build business cases and model cost-of-sales, ROI, and performance outcomes
•    Own incentive plan documentation, governance standards, and approval processes
•    Clarify performance measures and reward outcomes to strengthen leadership effectiveness 
•    Conduct job evaluations and market pricing within a global job architecture
•    Participate in global Total Rewards surveys and benchmarking activities
•    Monitor external labor market trends, competitor practices, and pay movements
•    Use rewards analytics to inform decisions related to retention risk, incentive effectiveness, and equity
•    Stay informed on benefits and allowance in countries where Talent Solutions employees reside

Global Total Rewards (~20%25-30%25)
•    Contribute to global job architecture, salary structure design, pay governance, and harmonization across countries; support audits and pay equity reviews
•    Co-create global playbooks/standards and coach HRBPs on compensation practices

Key Ways of Working
•    Think enterprise-first, not program-first 
•    Balance global scale with local relevance 
•    Use data and judgment in equal measure 
•    Operate comfortably at both strategic and executional levels 
•    Build trust with senior leaders by speaking the language of the business

People Leadership    
•    No direct reports initially; leads through influence across geographies and functions. May serve as project lead and coach analysts or regional TR partners during cycles and initiatives.

Your Typical Day and Other Key Details    
•    Consult with P&C on talent related issues
•    Partner with Sales Ops/Finance to monitor effectiveness of sales incentive
•    Design/model plan changes (mix, thresholds, accelerators) and test cost-of-sales and performance sensitivity
•    Partner with regional P&C on market pricing and offers; run guardrails for exceptions
•    Draft communications (plan summaries/FAQs), update dashboards, and prep executive readouts
•    Support Global Total Rewards workstreams (job architecture refresh, structure updates, policy governance)

Qualifications
Required Experience & Skills    
•    5+ years in Total Rewards/Compensation, including 2+ years designing and governing sales compensation and broad-based incentive plans in multi-country environments
•    Fluency in market pricing, salary structures, geo-differentials, and job architecture; strong analytical modeling and Excel skills; proficiency with BI (Power BI/Tableau)
•    Proven ability to translate services business models (e.g., RPO/MSP/consulting) into pay designs that drive growth and margin; influence senior stakeholders and simplify complex trade-offs
•    Strong written and verbal communication; capable of drafting plan docs, FAQs, and executive materials

Nice to Haves    
•    Familiarity with crediting/quota methodologies and deal-based incentives
•    Exposure to global mobility considerations and change-management communications
•    Certifications: CCP/GRP/CSCP

ManpowerGroup is proud to be an equal opportunity affirmative action workplace. We celebrate diversity and are committed to providing an inclusive environment for all employees. Qualified applicants will receive consideration for employment without regard to race, religion, creed, color, national origin, citizenship, marital status, pregnancy (including childbirth, lactation and related medical conditions), age, gender, gender identity or expression, sexual orientation, protected veteran status, political ideology, ancestry, the presence of any physical, sensory, or mental disabilities, or other legally protected status.  

A strong commitment is made by each employee and is necessary to ensure equal employment opportunity for all. ManpowerGroup is an inclusive workplace that will recruit, hire, train, and promote persons of all job titles, and ensure all other personnel actions are administered without regard to non-merit-based characteristics of individuals.  

Reasonable accommodation during the interview process can be provided. Contact talentacquisition@manpowergroup.com for assistance.