Frazer Jones is delighted to be partnering exclusively with a global media organisation, supporting some of the most recognisable names in the industry. With a workforce of over ten thousand across nearly thirty countries, the organisation is navigating a significant and fascinating period of transformation. Backed by a leading PE firm, this is a business with genuine momentum – and an environment that is fun, collaborative, and refreshingly non‑hierarchical.
Their UK base is located in central London but they operate a highly flexible, you choose, office policy.
As part of a broader evolution of the Total Reward Centre of Expertise, the Global Head of Reward is seeking to appoint a Global Senior Reward Manager. This is a permanent role that combines strategic influence with meaningful, hands‑on delivery, and represents an exceptional opportunity to help build a more robust and scalable compensation framework in a complex global organisation.
This hire is driven by ongoing transformation projects, and the need to embed a more sophisticated reward infrastructure as the business prepares for a critical build year in 2026.
The Role
Reporting to the Global Head of Reward, you will take the lead on shaping, operationalising, and embedding global compensation frameworks across the organisation. With the job architecture framework now migrating into Workday, your immediate priority will be to refine, benchmark, and build out the compensation infrastructure that underpins it – including pay ranges, governance models, survey strategy, and reward education across a decentralised HR community.
You will also have responsibility for the ongoing delivery of incentive programmes, and deeper involvement in senior leader and executive pay. Benefits oversight currently sits locally, but part of the remit involves bringing greater global visibility and supporting harmonisation over time.
You will be supported by a Senior Analyst and an Analyst, as well as strong HRIS capability within the UK.
Key Responsibilities
1. Leading the global compensation programme across survey participation, benchmarking strategy, and the development and maintenance of global pay ranges.
2. Acting as the owner of the global job architecture framework, ensuring accuracy, alignment, and its effective use across the business.
3. Providing expert guidance on executive and senior leadership compensation, working closely with senior stakeholders and supporting relevant governance forums.
4. Building and strengthening the pay governance model, including decision‑making frameworks, guidance, and reward education for HR teams globally.
5. Supporting and enhancing incentive programme delivery across 2026 and 2027, including annual bonus, sales incentives, and other variable pay mechanisms.
6. Partnering closely with HRIS to optimise Workday Advanced Compensation and improve self‑service capability for leaders and HR.
7. Leading BAU benchmarking and compensation requests, advising HR business partners across a decentralised operating model and helping build capability and consistency.
8. Supporting benefits‑related harmonisation work as the organisation moves towards a more cohesive global approach.
9. Playing a key role in shaping the organisation’s future reward philosophy – bringing your perspective on what “good” looks like and helping drive alignment through frameworks and process.
10. Building strong working relationships with People Services, country HR leaders, senior business partners, and wider HR communities across over 100 HR professionals globally.
The Ideal Candidate
You will bring deep compensation expertise gained within a complex, global organisation – ideally one experiencing significant transformation. You understand how to build, refine, and embed compensation structures at scale, and you are comfortable operating with independence and professional authority.
Experience working with job architecture frameworks, benchmarking methodologies, salary surveys (Aon, Mercer), and global pay structures is essential. A strong grasp of incentive design, senior leader compensation, and the operational rhythm of annual cycles will set you up for success.
Workday Advanced Compensation experience is highly advantageous, as is exposure to PE‑backed environments.
Importantly, you will be a confident communicator who enjoys upskilling others. HR across the business has historically been decentralised, so a key success factor will be your ability to bring clarity, governance, and cohesion in a pragmatic, collaborative way.
Why This Role?
11. A rare opportunity to influence reward design in a global creative organisation at a pivotal stage of its evolution.
12. A fun, friendly, and inclusive culture with a genuinely flat structure.
13. A Total Reward COE that is being thoughtfully rebuilt, with a clear vision for the future.
14. Significant exposure to the Global Head of Reward and senior People leadership team.
15. The chance to shape global pay frameworks that will underpin the business through 2027 and beyond.
16. Agile and flexible working environment with attractive benefits and a salary between £90-100k (+bonus).
If you are a reward professional who thrives in change, enjoys both strategy and detail, and wants to be part of a global growth story in a uniquely creative industry, we would be delighted to hear from you. For a confidential discussion or more information, please contact Nick Arnold at Frazer Jones.
The SR Group (UK) Limited is acting as an Employment Agency in relation to this vacancy.