Company Description

Nexthink is the leader in digital employee experience management software. The company provides IT leaders with unprecedented insight allowing them to see, diagnose and fix issues at scale impacting employees anywhere, with any application or network, before employees notice the issue. As the first solution to allow IT to progress from reactive problem solving to proactive optimization, Nexthink enables its more than 1,300 customersto provide better digital experiences to more than 18 million employees. Dual headquartered in Lausanne, Switzerland and Boston, Massachusetts, Nexthink has 9 offices worldwide.

Job Description

This is a newly created Director-level role at the intersection of three agendas that matter deeply to Nexthink right now: building a world-class Total Rewards function, driving a significant Workday implementation to a successful landing, and accelerating the use of AI and automation across HR operations. You will report directly to the Chief People Officer and manage the HRIS team, operating as a peer to our HR Business Partnering, Talent Acquisition, and Talent Success leads.

This is not a caretaker role. Nexthink has an established compensation framework — your job is to own it, administer it with rigor, and evolve it as our workforce grows across 19 countries. You will be the most senior HR voice on total rewards and people technology, ensuring our compensation programs remain competitive, equitable, and scalable as the business scales. You will partner with a dedicated Workday implementation team in Business Transformation who own project delivery — meaning you bring the HR expertise and compensation design authority, while they deliver the technical build.

If you want to own a compensation function that matters, shape how a growing global technology company evolves its people programs, and do it with direct access to the CPO and leadership team — this is the opportunity.

What You Will Own

Total Rewards

• Own and administer Nexthink’s established global compensation framework: maintain job architecture, grade profiles, and salary bands across 19 countries, ensuring they remain accurate, competitive, and fit for purpose as the workforce grows
• Run the annual compensation cycle end-to-end — merit and bonus plan design, manager self-service in Workday Advanced Compensation, approval workflows, and compensation statements
• Run the annual compensation benchmarking cycle: manage market data partners, analyse results against the existing framework, and recommend targeted band adjustments to the CPO as the workforce and market evolve
• Own pay equity monitoring: run the annual pay equity review against the existing framework, surface findings to the CPO, and manage remediation tracking across all geographies
• Advise HR Business Partners on offer, promotion, and retention decisions — as the most senior compensation authority in the People & Talent function
• Design compensation models for cross-border relocations in support of the company’s geographic growth strategy
• Support equity plan administration in partnership with Finance and Legal: grant communication, vesting schedules, and ownership transition impacts
• Partner with Finance on headcount cost modelling, compensation scenario planning, and people data inputs for financial planning

People Systems & HRIS Leadership

• Lead and develop the HRIS team, setting direction and building capability to serve as a trusted partner across HR, Finance, and IT
• Serve as the HR function’s senior authority on Workday: own people requirements for the ongoing Workday implementation, make binding design decisions on compensation module configuration, and sign off on deliverables before go-live
• Partner with the Business Transformation Workday team — you bring HR and compensation expertise; they own technical project delivery; together you make the implementation land
• Own Workday data governance: org hierarchy accuracy, position management discipline, compensation data quality, and the standards that give Finance and payroll confidence in the system
• Manage the ongoing Workday roadmap for HR: release management, future module expansions, and integration health with payroll, Finance, and IT systems
• Build the people analytics foundation: define core metrics, produce the CPO and leadership dashboard, and establish the data infrastructure for future analytics investment

AI & HR Transformation

• Lead the People & Talent AI adoption roadmap — identify highest-leverage opportunities for a lean HR team and sequence delivery by impact and effort
• Drive the first wave of HR automation: onboarding workflows from Workday hire events, AI-assisted policy Q&A, job description generation tied to the job architecture, and compensation cycle automation
• Evaluate and implement AI vendor tools that augment Workday and the broader HR function — conversational assistants, analytics layers, and document intelligence
• Build a clear ROI measurement framework for every automation deployed: time saved, error reduction, and HR capacity freed — documented for leadership and board review
• Partner with IT, Legal, and Business Transformation on AI governance, GDPR compliance, and data residency across all operating countries

Qualifications

• Senior Total Rewards, Compensation, or HR Technology leadership experience — you have administered and evolved compensation frameworks, run benchmarking cycles, and managed annual merit and bonus programs at a global company
• Workday expertise in HCM and Advanced Compensation — you understand how the system is structured, can make informed design decisions alongside a technical implementation team, and can hold a Workday partner accountable to HR requirements
• People management experience — you know how to develop HRIS or HR operations professionals and build a high-trust, high-output team
• A genuine track record of driving process change through technology or automation — something you built or deployed that produced measurable outcomes
• Strong analytical fluency — comfortable modelling compensation scenarios, building geo-differentiated salary band frameworks, and presenting methodology to a CFO or senior leadership team
• Ability to operate effectively in a global, multi-currency environment with payroll complexity, EOR arrangements, and multi-country data considerations
• Excellent stakeholder communication — you can translate complex compensation and systems decisions into clear guidance for HRBPs, managers, Finance partners, and senior leadership

#LI-Hybrid

Additional Information

We are the pioneers and trailblazers of a global IT Market Category (DEX) that is shaping the future of how the world works, giving our customers’ IT Teams total digital visibility across their enterprise. Our innovative solutions integrate real-time analytics, automation, and employee feedback across all endpoints. This enables our IT teams to solve complex technical challenges, create ever more productive workplaces, and deliver happy, satisfied employees in the digital workplace.

Total Rewards @ Nexthink

At Nexthink, we offer one of the most comprehensive and generous benefits plans.  Your total rewards compensation package includes base salary and may also include a commission or performance bonus plan.  We provide our US employees with 100% covered company benefits that consist of health, dental, vision as well as access to life insurance, long-term disability, and accidental death/personal loss coverage.

In addition, we offer:

• 🏖️ Flexible Hours and unlimited vacation (employees have unlimited paid time off on top of the 15 days of holidays we offer), 11 company-paid holidays, and 3 extra days for volunteering.
• 🏡 Hybrid work model that balances office and remote work, with structured onboarding to foster connections and team integration.
• 📚 Free access to professional training platforms to explore your interests and enhance your skills.
• 🍼 Up to 16 weeks of paid leave for birthing parents/primary caregivers, 6 weeks for secondary caregivers.
• 💰 Plan for the future with a 401(k) plan featuring up to 4% company matching contributions, vesting immediately, to grow your retirement savings.
• 📣 Bonuses for referring successful hires after three months of continuous employment.

Base salary ranges are determined by country, role, level, experience, and skills. The range displayed on each job posting reflects Nexthink’s good faith determination of the minimum and maximum targets for new hire salaries across all US locations. Individual pay is determined by related factors, including job skills, experience, and relevant education or training, which may impact a final offer. Your Talent Acquisition Partner can share more about the specific salary range during the hiring process.