Own regular and ad hoc reporting for HR and other business stakeholders, and continually improving how reports are produced.
Market benchmarking and pay positioning
Deliver market benchmarking and compensation analytics to support business decision making.
Keep our pay structures competitive and sustainable by staying ahead of market movements in each region.
Advise on pay positioning for hiring, promotions, new roles and new markets.
Continuous improvement and AI
Proactively challenge current ways of working and introduce new approaches, tools and frameworks that keep us at the forefront of reward practice.
Use AI tools to build data models, automate reporting, speed up analysis and help interpret data, and share what works with the wider team.
Take the initiative to propose improvements to business processes, report running and controls, and see them through to implementation.
Annual pay and bonus cycles
Manage the annual salary review and bonus cycles end to end, from design and modelling through to execution and communication.
Build models on various scenarios so outcomes are fair, accurate and aligned with business performance.
Plan cycle timelines, coordinate with local HRs, Finance and regional stakeholders, and communicate to managers and HR on cycle guidelines and tools.
Run post cycle reviews and turn the lessons into improvements for the next cycle.
Reward frameworks, policy and governance
Support and implement reward frameworks, policies and governance structures, including salary structures and pay ranges.
Ensure compensation practices meet local legal requirements and company policy across EMEA and APAC, and anticipate future legislation.
Contribute to strategic reward initiatives, including pay transparency readiness and broader reward programme development.
Advisory and stakeholder management
Provide expert guidance to HR colleagues, managers and employees, and resolve complex day-to-day reward queries as they arise.
Write clear guidance and communications for HR colleagues, managers, employees and other stakeholders.
What we are looking for
Essential criteria
Reward expertise: solid experience in a compensation or reward role, with hands-on ownership of annual salary review and bonus cycles.
International experience: you have worked on reward across multiple countries, ideally in EMEA and/or APAC, and understand how pay practice, regulation and market data differ by region.
Attention to detail: you take pride in accuracy.
Analytical and data modelling skills: you are highly confident working with large and complex datasets, and building models with advanced Excel skills (complex formulas, pivot tables, scenario modelling).
AI-curious and AI-confident: you actively use AI tools to build models, analyse and interpret data, and improve processes.
End-to-end ownership: you manage whole processes and the ability to juggle priorities.
Communication: excellent written and verbal skills, turning complex data into clear, commercial recommendations for any audience.
Stakeholder management: you build trust with a wide range of stakeholders, from employees and managers to senior leaders.
Governance and compliance: working knowledge of reward governance, EU Pay Transparency Directive and gender pay gap reporting.
Preferred skills
Experience using Workday
Experience in a matrix / professional services organisation
What we offer
A career at Fragomen will provide you with the opportunity to work in an exciting environment for a broad range of clients, where no two days will be the same. You will face interesting challenges, and will work with dedicated, friendly and ambitious people, where providing exceptional client service is at the core of what we do. We are extremely proud of our workforce at Fragomen, and we are fully committed to providing equal opportunities.
At Fragomen, we value our employees and are committed to providing a comprehensive benefits package that supports your well-being and professional growth. Our UK offerings include:
Competitive Salary: We offer salaries that reflect your skills and experience
Health and Wellness: A comprehensive employee assistance programme, gym discounts, medical insurance, Headspace membership and wellbeing platforms
Lifestyle and Savings: Discount platforms, cycle to work scheme, electric car lease scheme, season ticket loans and family support resources
Protection and Security: Life assurance, group income protection and a workplace pension scheme including a 5% employer contribution
Time Away from Work: 25 days annual leave, + bank holidays and 3 personal leave days. Enhanced family leave policies, volunteering days and birthday leave
Professional Development: Access to our e-learning platform, mentoring schemes and training bursaries (where applicable)
Hybrid Work Arrangements: The Firm operates a global hybrid working policy which supports flexibility. Depending on your role, you can agree with your manager a minimum of two days per week working in your local office. Flexibility is important, and additional days in the office may be required based on your role, and / or team and business need
What to expect
Once you have submitted your application, our Talent Acquisition team will review your skills and experience. If these match the requirements of the position, a member of our team will contact you to schedule an initial phone call.
If shortlisted, you will be invited to participate in our interview process, which will consist of at least two stages, one of which will be conducted in-person. Depending on the role, you may also be required to complete a written assessment.
After the interviews, we will carefully evaluate all candidates and make our final decision. You will be notified of the outcome and feedback will be provided.
At Fragomen, we are committed to fostering an inclusive and accessible workplace for all applicants and employees. If you require any specific accommodations or support during the interview process, please let us know, and we will consider what reasonable adjustments are possible to meet your needs
Who we are
At Fragomen, we are more than a global immigration services provider – we are pioneers shaping the future of mobility. With a passion for navigating the complexities of immigration, we help individuals and businesses transcend borders, unlocking opportunities around the world. As a forward-thinking, global business, we combine deep expertise with innovative technology to craft solutions that not only simplify the immigration process but also drive strategic success for our clients. Whether it is assisting multinational companies or helping people start new chapters in their lives, we are driven by the belief that global movement is the key to unlocking a world of possibilities.
We are proud of our team spirit, and we like to reflect this in the way that we work and everything we do. Our Responsible Business Practices ("RBP") prioritize Fragomen's social responsibility through a cohesive strategy covering five key focus areas: Corporate Social Responsibility, Culture and Inclusion, Sustainability, Well-Being and Pro Bono. Our RBP initiatives offer great opportunities for everyone at Fragomen to feel included, get involved and shape thoughtful initiatives and activities. For more information, please visit our website – https://www.fragomen.com/about/responsible-business-practices.html.
Fragomen is committed to promoting equal opportunities for all employees and applicants, regardless of race, ethnicity, heritage, gender, age, religion, disability, sexual orientation, gender identity or intersex status.
All offers and/or employment contracts are contingent upon the successful completion of the Firm’s pre-employment screening process. This process may include verifying the candidate’s identity, confirming legal authorization to work in the offered position’s location, and conducting a comprehensive background check, where permitted by local regulations. We use limited AI‑assisted tools for administrative screening purposes only - never for decision‑making. All hiring decisions are made by people. Applicants may have rights to information and explanations regarding the use of such tools, or request human review, as required by applicable regional laws.
