Compensation Analytic Manager M/F

Air Liquide is a world leader in gases, technologies and services for industry, health and the environment. Our company offers innovative solutions based on continuously improving technologies. We produce air gases such as oxygen, nitrogen, argon and specialty gases, but also other gas solutions such as hydrogen. Our 64,500 employees work for our customers in 78 countries. Dynamic and creative. Innovative and lively.

How will you contribute and grow?

The EAMEI Compensation Analytics Manager is the key figure in ensuring the consistent application of the Group Compensation policies within the entire geographical & business scope. This role involves leading the compensation specialists team, who are instrumental in executing the Compensation strategy by providing their expertise (in all compensation matters, data & analytics and systems). A critical component of this role is the continuous optimization of compensation processes, extending beyond the CoE function, by leveraging automation and the capabilities of the GBS.

Process Architecture, Standardization & Automation

• Responsible of global policy adherence and necessary balance with regional operational realities, while actively upskilling a team of Data Experts and Compensation Specialists.
• Global Interface: Acts as the primary regional liaison with Group Total Rewards, GBS, and HR Digital Services (HRDS) to define business requirements for tool development.
• Automation Champion: Drives the transition from manual, offline processes to automated, global system solutions.
• Regional Gatekeeping: Rigorously analyzes requests for regional deviations ("specificities"). The incumbent serves as a "constructive gatekeeper," authorizing customizations only when legally or operationally critical, while pushing for global standardization.
• Compliance & standardization: Accountable for aligning all EAMEI compensation practices with the Group TR strategy and standards while taking into consideration business needs and external regulations.
• Process Management, Improvement and Automation: Leads the streamlining and continuous improvement of EAMEI compensation processes, in close coordination with Group TR, Global Business Services (GBS), and HR Data Services (HRDS). Champion automation, standardization and the deployment of global tools, carefully analyzing and assessing requests for regional specificities. Where required, leads the team in the development of new tools or adaption of group tools. Drives the transfer of identified tasks to the relevant GBS team. Identify the best suppliers, leverage working with the Indirect Procurement teams to optimise external support, manage external suppliers relationships.
• Performance Monitoring: Monitors or develops necessary tools to analyze the performance of Compensation processes and the maturity of involved stakeholders in EAMEI.

Operational Execution & Cycle Management

• Cycle Orchestration: Leads the end-to-end planning and execution of annual compensation campaigns (Merit, Bonus) for the EAMEI region, ensuring 100% on-time delivery and data accuracy.
• Data Integrity Governance: Establishes and enforces rigorous data governance protocols to ensure the quality and reliability of compensation data used for decision-making and payroll integration.
• Project contribution: is a key contributor of projects related to Compensation strategy & practices, as the European Transparency Act deployment for instance.
• Delivery of complex compensation operations: Oversees the testing, execution, administration, and data integrity of all compensation processes across the EAMEI region, directly interfacing with HRDS and GBS as needed. Ensures the successful preparation, launch and deployment of compensation tools and campaigns, collaborating with Compensation managers to balance policy requirements with operational reality.

Team Leadership & Capability Building

• Team Leadership: Directly manages the team of Data and Compensation Specialists, including responsibility for the associated budget and for proper time allocation between day-to-day, projects/changes, data & analytics. Plays a key role in growing or acquiring necessary technical competencies within the team.
• Competency Acquisition: actively identifies skill gaps (e.g., advanced analytics, automation scripting) and drives a development roadmap to transform the team into a modern, tech-enabled operations unit.
• Task Migration: systematically identifies transactional and administrative tasks suitable for offshoring; drives the migration of these tasks to the GBS team, monitoring SLAs and quality post-transfer.
• Tool Deployment: Leads the regional rollout of new global compensation tools, managing operational readiness.
• Master degree or equivalent, preferred in Human Resources/Business or Finance.
• Some Workday or similar (SuccessFactors) background is important (comp module functionality, downloading data, etc.
• Process oriented with a strong C-IMP background.
• Excellent analytical skills, rigorous & reliable.
• Strong team spirit and management skills (geographically dispersed & multicultural team).
• Demonstrated planning & project management skills.
• Very strong analytical skills, digital savvyness, data oriented.