Senior Manager Total Rewards

Position Summary

• The Senior Manager Total Rewards will play a key role in shaping and managing the organization’s global compensation and benefits programs. This role is responsible for developing and executing rewards strategies that attract, retain, and engage top talent. The Senior Manager of Rewards will ensure alignment with business objectives while maintaining compliance with global regulations and best practices.


• The Senior Manager will collaborate closely with People Business Partners, Finance, and senior leadership to design and implement compensation structures, incentive plans, and benefits programs that support the company’s growth and workforce needs.

Key Responsibilities

• Develop, implement, and manage global compensation and benefits strategies, ensuring internal equity and external competitiveness.
• Oversee salary benchmarking, job evaluations, and the design of base and variable pay structures, ensuring alignment with market trends and business goals.
• Lead the annual compensation review cycle, including salary adjustments, bonus calculations, and incentive programs.
• Design and manage executive compensation programs, including base salary structures, short-term incentives, and long-term equity-based incentives (stock options, LTIPs, RSUs, and deferred compensation plans).
• Develop communication strategies to enhance executive understanding of compensation structures and equity- based incentives.
• Analyze and report on compensation and benefits data, ensuring accurate forecasting and financial modeling.
• Partner with key stakeholders to provide insights and recommendations on pay structures, incentive programs, and benefits offerings.
• Ensure compliance with local, regional, and international compensation and benefits regulations.
• Support People Business Partners with performance management and pay-for-performance strategies.
• Develop and implement benefits programs that enhance employee engagement and well-being.
• Prepare and present updates and proposals to senior leadership, including the Remuneration Committee.
• Drive continuous

Education & Experience

• Bachelor’s degree in Human Resources, Finance, Business Administration, or related field.
• Minimum 10+ years of experience in HR and/or Finance, with at least 6–7 years specializing in Rewards (compensation & benefits).
• Strong experience in compensation benchmarking, job evaluation methodologies, and benefits administration.
• Established experience with startup compensation structures, including the design and implementation of phantom equity and value growth plans.
• Highly analytical with advanced Excel skills (complex formulas, pivot tables, and financial modeling).
• Strong proficiency in PowerPoint for effectively analyzing data, creating compelling presentations, and communicating insights in a clear and impactful manner.
• Experience in leading compensation projects and collaborating with cross-functional teams.
• Strong communication, stakeholder management, and project management skills.
• Previous experience working in a global listed organization, with a strong understanding of international compensation structures.
• Fluency in one or more Central Asian regional languages (e.g., Ukrainian/Kazakh/Russian) is a strong plus.
• Excellent English writing and communication skills. 

VEON Values

Customer obsessed:
• We have a passion for our customers – they are at the heart of everything we do.
• We are able to make difficult decisions when we know it’s in our customers’ best interests. We keep an eye on our competitors but it’s our customers who are always front of mind.
• We are driven by our customer insight – all our digital innovations are borne out of customer need.


Entrepreneurial:
• We have an ownership mentality, demonstrating passion and taking responsibility of the business as if it were our own.
• We’re agile and dynamic. We like to push boundaries and explore what’s possible – we are not held back by a fear of failure.
• We take smart risks, but only when it’s in our customers’ best interests.
• We lead by example – we do what we say we’re going to do.
 
Innovative:
• We never stop. We’re always moving, looking for the next disruptive digital ideas. We’re adventurous and excited
• about trying something new.
• We’re quick to bring new digital products and services to market, always driven by a clear customer need. We don’t follow the status quo, we are passionate about creating our own path.
 
Collaborative:
• We bring people together, united by our passion for our customers.
• We work with – not against – each other and we cherish the time of others.
• We don’t look to blame, we look for solutions to problems.
• We partner with others – both internally and externally - in order to achieve more.
 
Truthful:
• We are open, honest and demonstrate integrity in all our dealings – both internally and externally.
• We’re trustworthy, keeping our promises, admitting our mistakes – whether it’s to customers, peers, leadership
• or shareholders.
• We are focused on upholding the highest level of ethics at all times. We set clear expectations and clearly communicate feedback.