CDI Compensation & Benefits Director (F/H)
At a glance
Director-level Compensation & Benefits role at SPHEREA. Toulouse · full-time.
Pay not stated Compensation & Benefits salary
hrroles summary, based on the employer's posting.
What you'll do
- Set group-wide pay principles and oversee salary bands, job levels, annual reviews, bonuses and incentive plans
- Track executive pay benchmarks and monitor pay fairness and transparency across group entities
- Maintain job levels, titles and organizational structures, and give leaders workforce-planning insights
- Build HR dashboards for the Executive Committee and Board, alongside predictive workforce analysis
- Guide benefits standards and acquisition-related rewards reviews, harmonization and integration playbooks
What you bring
- Ten to fifteen years in global rewards, HRIS or people analytics
- Experience using Workday, with strong compensation and job-architecture expertise
- A record of supporting M&A integrations and advanced workforce analysis and reporting
Who this fits
This director-level role suits someone who can lead both global rewards and people analytics across countries and entities. Experience in private-equity-backed settings, manufacturing or engineering, and work across Europe, Asia and North America are preferred. The role is based in Toulouse with a hybrid arrangement.
From the employer
By testing our customers' systems, our test solutions help eliminate uncertainty and contribute to saving lives.
For more than 60 years, SPHEREA has been designing high-tech test solutions that enhance the reliability, safety, and performance of critical systems.
These requirements are at the heart of everything we do, whether in the development, production, or maintenance of complex systems and platforms for some of the world's most demanding industries, including civil aerospace, defense, transportation, and energy.
A New International Dimension
SPHEREA is now entering a new phase of growth and transformation following the acquisition of Averna, a globally recognized provider of test and quality solutions.
The newly formed group is defined by:
- 1,800 employees worldwide;
- Operations in 15 countries across all continents;
- €305 million in revenue in 2025;
- Complementary areas of expertise and strong innovation potential;
- Test solutions that address critical industry challenges.
The quality, technical excellence, and reliability of our solutions have been recognized for many years by leading industrial organizations, particularly in the aerospace, defense, space, rail, and energy sectors.
Role Purpose
Lead and govern the Group’s Global Total Rewards strategy and People Analytics capabilities across all countries and entities. Ensure scalable, data-driven, and harmonized people processes that support growth, integration, operational excellence, and value creation.
Act as the Group owner of compensation frameworks, job architecture, workforce data, and people analytics, ensuring consistent standards while enabling appropriate local flexibility.
Key Responsibilities
1. Global Total Rewards Strategy
- Define and maintain the Group compensation philosophy and pay positioning.
- Design and govern global salary structures, grading, and job architecture frameworks.
- Lead annual salary review, bonus, and incentive cycles.
- Develop and govern STI and LTI programs.
- Manage executive compensation benchmarking.
- Ensure pay transparency and pay equity monitoring.
- Lead compensation harmonization following acquisitions.
2. Job Architecture & Organizational Effectiveness
- Own the global job architecture and levelling framework.
- Govern job creation, grades, titles, and organizational structures.
- Ensure consistency across the Group.
- Support organizational design initiatives.
- Provide workforce planning insights to leadership.
3. People Analytics & Workforce Intelligence
- Build a robust people analytics capability.
- Develop Executive Committee and Board HR dashboards.
- Establish predictive workforce analytics capabilities.
- Support strategic workforce planning processes.
4. Benefits Governance
- Define global benefits principles.
- Govern benefit benchmarking and competitiveness.
- Ensure compliance with local legislation and tax requirements.
5. M&A and Integration
- Lead Rewards due diligence activities.
- Harmonize grades & compensation frameworks structures post-acquisition.
- Develop scalable integration playbooks for future acquisitions.
Essential
- 10–15 years of experience in Global Rewards, HRIS, or People Analytics.
- Experience with Workday.
- Strong compensation and job architecture expertise.
- Experience supporting M&A integrations.
- Advanced workforce analytics and reporting capability.
Preferred
- (Private Equity) - backed environment.
- Manufacturing and Engineering businesses.
- Experience across Europe, Asia and North America.
Key stakeholders:
- Chief People Officer
- Chief Finance Officer
- Regional HR Directors
This structure combines the two capabilities that are typically most interdependent in a post-merger, PE-owned environment: Rewards and People Analytics.
As part of our CSR initiatives, employees are encouraged to participate in collaborative workshops focused on diversity, workplace well-being, biodiversity, and responsible procurement.
In accordance with our CSR policy and equal opportunity commitments, particular attention will be given to applications from candidates with disabilities whose qualifications and experience are equivalent.
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