Senior Total Rewards Manager

Key Responsibilities

• Contribute to compensation programs for hourly, production, and non-discretionary employee populations, including:
  • Salary and wage structure design and maintenance
  • Local bonus schemes
  • Annual salary planning and wage adjustment processes
  • Market benchmarking and external competitiveness analysis
  • Job evaluation and classification support
  • Ongoing consultation to local HR and business leaders

• Ensure effective administration of compensation programs that are subject to:
  • Collective bargaining agreements
  • Regulatory requirements
  • Third-party negotiations, determinations, or industry standards

• Primary point of contact for local teams covering HRLY / OTHSAL population in complex local union negotiations
• Ensure compensation programs comply with internal policies, labor agreements, and applicable laws and regulations
• Identify and mitigate compensation-related risks, including pay equity and operational execution risks
• Leverage compensation analytics to inform decision-making and provide insights to leadership
• Partner with People Operations and Total Rewards Operations teams to ensure accurate and efficient administration
• Undertake other activities within the role purpose as directed

What you’ll bring (Basic Qualifications)

• Bachelor’s Degree from an accredited University, with preference in Business, in Human Resources or Finance, or equivalent knowledge or experience
• Significant experience in Human Resources, preferably in Total Rewards
• Demonstrated experience with hourly/production compensation and non-discretionary pay structures based on collective bargaining agreements
• Proven experience in engaging with Works Council and Labor Unions for Total Rewards topics in Europe
• Strong knowledge of compensation benchmarking, salary planning, and governance.

What will make you stand out

• Experience in Project Management: knowledge & experience leading cross functional and remote teams
• Any language apart from English is seen as an additional asset
• Strong expertise in salary structure development, market pricing, job evaluation, and compensation program administration.
• Knowledge of compensation-related compliance requirements and regulations within the applicable regions.
• Proven ability to influence and advise HR and business leaders on complex compensation matters.
• Proactiveness & highly collaborative person with attention to strategic outlook and detailed implementation
• Ability to perform a wide variety of duties and responsibilities with accuracy and speed under time sensitive deadlines.

EU Pay Transparency for Italy:
 

Posizione / Position: Senior Total Rewards Manager
 

Livello di Inquadramento / Management Level: SPB
 

Data di pubblicazione / Position was posted on: 5 June 2026
 

Fascia retributive: Tra € 62,800.00 e € 94,200.00 lordi annui. La retribuzione specifica offerta terrà conto dell'istruzione, delle qualifiche, dell'esperienza e delle competenze del candidato.
 

The pay range for this position: Between € 62,800.00 and € 94,200.00 gross per annum. The specific pay offered will consider the candidate’s education, qualifications, experience and skill set.
 

Eleggibilità per il Piano Bonus:

• Eligibilità al piano bonus Variabile-AIP, che prevede un incentivo target del 15% della retribuzione base annua, a seconda del raggiungimento dei parametri di business e delle performance individuali.
   

Eligibility for Bonus Plan:

• Eligible to participate in Variable-AIP annual bonus plan that provides a target incentive of 15% of the individual’s annual base salary depending on achievement of key business metrics and individual performance.
   

La posizione sarà inquadrata in conformità al CCNL Metalmeccanico applicato in azienda. Eventuali elementi integrativi al trattamento previsto dal CCNL vigente e/o dalle politiche aziendali applicabili sono riportati di seguito:

A National Collective Bargaining Agreement (‘NCBA’ - Metalworking) is applicable in relation to the position. Below, we indicate the relevant provisions of the remuneration regulations applicable at the Employer. The available benefits based on the currently effective CBA and company policies include the following:

Stipendio Base: La retribuzione seguirà le tabelle salariali previste dal CCNL di categoria Metalmeccanico Industria

Base salary: The remuneration is established according to the Metalworking CBA salary scale, which defines job groups and minimum salary levels.

Pensione Integrativa (Cometa): Tutti i livelli sono eligibili, ad eccezione dei dirigenti.
Contributo del datore di lavoro: 2% (2,2% se under 35). Contributo del dipendente: 1,2%. Base di calcolo: retribuzione mensile lorda.

Pension Fund (Cometa): All levels are eligible, except executives (dirigenti).
Employer Contribution: 2% (2.2% if under 35). Employee Contribution: 1.2%. Base: monthly gross salary.

Assistenza Sanitaria (Metasalute): Assistenza sanitaria prevista da CCNL. Il dipendente ha la possibilità di rinunciare alla copertura di base optando per l’assistenza sanitaria integrativa offerta da Generali.

Medical Benefits (Metasalute): Healthcare coverage provided under the NCBA. The employee can choose to be canceled from this basic coverage and be enrolled in the supplementary healthcare coverage offered by Generali.

Assistenza Sanitaria Integrativa (Operai, Impiegati e Quadri): Assicurazione Medica integrativa con Generali – copertura come da Booklet informativo (inviabile su richiesta), può prevede un contributo del dipendente

Medical Benefits (Not Executives): Additional Medical coverage provided by Assicurazioni Generali - coverage as outlined in the information booklet (available upon request), it may requires an Employee contribution through salary sacrifice

Mensa o Buoni Pasto: Ticket elettronici (Edenred) del valore minimo di €8 fino a €12,50 per ogni giorno lavorato a seconda della Sede di Lavoro. Non convertibili in denaro o accesso alla mensa aziendale ove presente con contributo a carico del dipendente pari a €0,90 a pasto.

Canteen or Meal Vouchers: Electronic meal vouchers (Edenred) with a minimum value of €8 up to €12.50 for each day worked, depending on the place of work. Not convertible into cash, or access to the company cafeteria where available, with an employee contribution of €0.90 per meal

Welfare: € 250 di credito annuale come da CCNL disponibile su portale dedicato per rimborsi spese istruzione, sport, viaggi o previdenza.

Flex Benefit: € 250 of annual credit as per NCBA available on a dedicated portal for education, sports, travel, or pension reimbursements.

Assicurazione Infortuni: Impiegati, operai e quadri
L’assicurazione prevede un capitale pari a 6 volte la retribuzione annua lorda (RAL) in caso di decesso  e  7 volte la retribuzione annua lorda (RAL)  in caso di disabilità permanente

Accident Insurance: White Collars, Blue Collars and Managers

Insurance policy provides for 6 times Gross Annual Salary in case of death  and 7 times Gross Annual Salary in case of permanent disability coverage

Invalidità permanente da malattia: Impiegati, operai e quadri
L’assicurazione prevede un capitale pari 1 volta la RAL, massimo €200.000

Permanent disability due to illness: White Collars, Blue Collars and Managers
Insurance policy provides for  1 time Gross Annual Salary, up to €200,000 coverage

Assicurazione Vita: L’assicurazione prevede un capitale pari 2 volte la retribuzione annua lorda (RAL)

Life Insurance: Insurance policy provides for 2 times Gross Annual Salary coverage

EAP - Supporto Dipendenti: Supporto globale psicologico, legale e finanziario 24/7

Employee Assistance Program: Global 24/7 psychological, legal, and financial support.

Smartworking: Smartworking fino a 10 gg/mese per ruoli idonei.

Flexible working: Flexible working up to 10 working days per month for eligible roles.

Reperibilità: Solo per la Sede Troia (FG), Agrigento, biz Onshore Wind Service – indennità giornaliera per giornata di reperibilità €124 lordo

On-call duty: Only for Troia (FG) and Agrigento sites, Onshore Wind Service Business Work Location – € 124 gross daily on-call allowance per on-call day.

Trasferta: Solo per la  sede Troia (FG), Agrigento, biz Onshore Wind Service – indennità 20% della retribuzione giornaliera per giornata di permanenza fuori dalla sede abituale di lavoro che implichi pernottamento fuori dalla provincia di residenza.

Business trip allowance: Only for Troia (FG) and Agrigento sites, Onshore Wind Service business Work Location –Allowance equal to 20% of daily remuneration for each day spent away from the usual place of work, which involves an overnight stay outside the province of residence.