Total Rewards Strategy & Governance:
· Define and evolve the Asia MEA compensation and benefits strategy and operating model, aligned to global frameworks and local business needs.
· Design and maintain market- and performance-driven reward programs that support attraction, retention, and engagement.
Compensation Programs:
· Lead regional compensation programs (base pay, incentives, bonuses, merit and promotion cycles) and ensure timely, accurate HRIS inputs in partnership with HRBPs.
· Manage job architecture: job levelling, job evaluation aligned to the global career framework, and consistent, high-quality job descriptions.
· Conduct market pricing and annual benchmarking for key roles; maintain country salary structures and advise leaders on pay trends and movements.
· Provide compensation governance for hiring and changes (offers, internal equity and competitiveness) in partnership with HRBPs and Corporate C&B.
Benefits Programs:
· Benchmark and maintain competitive local benefits (e.g., medical, wellness, allowances) and support benefits set-up for new entities where required.
· Partner with HR and leaders to communicate total rewards and ensure employees understand the value of offerings.
Analytics & Reporting:
· Establish and track key total rewards metrics; analyze insights to inform decisions and continuous improvement.
Vendor Management:
· Manage regional vendor relationships (as applicable) to ensure competitive, compliant, and efficient program delivery.
Employee Experience:
· Use total rewards levers to support employee engagement; monitor market and employee feedback trends and adjust programs accordingly.
Total Rewards Strategy & Governance:
· Define and evolve the Asia MEA compensation and benefits strategy and operating model, aligned to global frameworks and local business needs.
· Design and maintain market- and performance-driven reward programs that support attraction, retention, and engagement.
Compensation Programs:
· Lead regional compensation programs (base pay, incentives, bonuses, merit and promotion cycles) and ensure timely, accurate HRIS inputs in partnership with HRBPs.
· Manage job architecture: job levelling, job evaluation aligned to the global career framework, and consistent, high-quality job descriptions.
· Conduct market pricing and annual benchmarking for key roles; maintain country salary structures and advise leaders on pay trends and movements.
· Provide compensation governance for hiring and changes (offers, internal equity and competitiveness) in partnership with HRBPs and Corporate C&B.
Benefits Programs:
· Benchmark and maintain competitive local benefits (e.g., medical, wellness, allowances) and support benefits set-up for new entities where required.
· Partner with HR and leaders to communicate total rewards and ensure employees understand the value of offerings.
Analytics & Reporting:
· Establish and track key total rewards metrics; analyze insights to inform decisions and continuous improvement.
Vendor Management:
· Manage regional vendor relationships (as applicable) to ensure competitive, compliant, and efficient program delivery.
Employee Experience:
· Use total rewards levers to support employee engagement; monitor market and employee feedback trends and adjust programs accordingly.
Must be able to collaborate well with different functions and levels, cutting across different countries and cultures.
Since 1945, we at KARL STORZ have been passionately committed to advancing medical progress. Founded in Tuttlingen, Germany, we are now an international leader in endoscopic, imaging, and integrated operating room solutions across many human and veterinary surgical specialties.
As a family-owned company in its third generation, we employ 9,800 people in more than 50 countries worldwide. We stand for visionary design, precision craftsmanship, and clinical effectiveness, including advancements in digital surgery.
Imprint: https://www.karlstorz.com/de/en/imprint.htm
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