Lead the development and execution of compensation and benefits strategies across the global footprint of Chainalysis.
Responsibilities
Review, refine, and execute a Total Rewards strategy aligned with business objectives in the Web3 industry
Partner with leadership to align compensation and benefits programs with business growth and competitive market position
Drive data-informed decision-making through market analysis and industry benchmarking
Own all global compensation programs and frameworks, including salary structures, job architecture, annual incentive plans, and salary, bonus, and equity review processes
Lead the assessment, refinement, and maturation of global job architecture and leveling frameworks
Reviews, monitors, and approves job descriptions in partnership with HR and Recruiting and business stakeholders to ensure job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications.
Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization.
Performs job evaluation activities for new and existing roles using established methodologies and market-based practices.
Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.
Performs market pricing and internal equity reviews for positions across multiple functions and geographies.
Requirements
Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field
Nice to have: experience supporting compensation programs in multi-state healthcare organization
Nice to have: pay equity analysis
Nice to have: job architecture
Nice to have: pay transparency initiatives
Skills
Principal Specialist, People Analytics, Workday Product Support
We are seeking a detail-oriented, proactive, and experienced Workday Compensation Functional Analyst to be a core member of our Workday support team at Randstad. In this role, you will be the primary point of contact for HR users, providing expert functional support across the Workday Compensation module.
Responsibilities
Serving as the functional analyst for the Workday Compensation module, supporting both day-to-day operational activities and longer-term enhancement initiatives.
Acting as the primary functional point of contact for HR users, providing expert guidance and support on Workday Compensation functionality.
Maintaining Compensation master data and reference data, including compensation plans, compensation grades, grade profiles, salary structures, eligibility rules, compensation packages, and other compensation-related configuration.
Supporting annual compensation review activities, including merit, bonus, and other compensation cycles.
Executing mass operational updates using Enterprise Interface Builder (EIB) and other approved Workday tools to support compensation updates and organizational changes.
Requirements
Bachelor's degree in Human Resources, Information Systems, Business Administration, Computer Science or a related discipline
Senior individual contributor responsible for U.S. incentive plans and key Compensation and Total Rewards programs.
Responsibilities
Lead the design, modeling, implementation, administration, and ongoing evaluation of U.S. incentive plans and related reward programs.
Manage incentive calculations, payment reconciliation, dispute resolution, and internal controls to ensure accurate, timely, and auditable payouts.
Analyze plan performance, costs, market practices, and business results to identify trends and recommend improvements.
Produce compensation models, costing scenarios, dashboards, and reports to support business planning and compensation decisions.
Lead job evaluation, leveling, and grading processes to ensure consistent methodology, internal equity, and alignment with the job architecture framework.
Requirements
Bachelor’s degree in Business, Finance, Human Resources, Economics, Data Analytics, or a related field
Nice to have: Certified Compensation Professional (CCP) designation
The Reward Consultant designs and manages comprehensive reward programs, ensuring competitive compensation and benefits strategies aligned with business objectives.
Responsibilities
Ensure compensation and benefits strategies are competitive and aligned with business objectives
Be the first point of contact for HR business partners and line managers on remuneration queries and changes
Prepare remuneration proposals in line with policy, SLAs and quality standards
Coordinate and implement annual review activities across the Group
Prepare and submit legislative reports, including data verification and testing
Requirements
Relevant degree (e.g. BCom, BSocSci, HR Management or Data Analytics)
Nice to have: GRP certification (completed or in progress)
Nice to have: Experience working with a range of stakeholders in a fast-paced, complex environment
As Total Rewards Partner for the Netherlands, Belgium and Luxembourg, connecting global Total Rewards expertise with P&O and business stakeholders across the Benelux region.
Locations (3)
Den Haag, Zuid-Holland, Netherlands
Belgium
Luxembourg
Responsibilities
Drive the adoption and impact of Total Rewards solutions across compensation, benefits, incentives, recognition, pay equity, pay transparency, job architecture and salary structures.
Act as the key Total Rewards connection for Benelux. Partner with Country P&O Heads, People Partners and business stakeholders to understand local business and Reward priorities.
Bring together the right Total Rewards expertise by working with global expert teams, Country P&O, Global Business Services (GBS) and relevant cross-functional partners.
Lead and develop the organization’s total rewards strategy across compensation, benefits, payroll, and broader total rewards programs.
Compensation
The base salary range is $175,000 to $215,000.
Responsibilities
Partner with the Chief Human Resources Officer to develop and execute the organization’s total rewards strategy across compensation, benefits, and payroll.
Lead, coach, and develop compensation and benefits professionals while fostering a collaborative, accountable, and data-driven team environment.
Provide strategic oversight of base compensation, annual compensation planning, market benchmarking, salary structures, incentive programs, job design, and compensation governance.
Partner with senior leaders, Human Resources, and Finance on compensation decisions, incentive plans, organizational changes, and other business and talent needs.
Support executive compensation activities, including equity and incentive programs and the development of materials and analysis for the Compensation Committee.
Put the 'global, unless' principle into practice by identifying evidence-based legal, regulatory, collective or business requirements that call for local adaptation.
Influence the Total Rewards agenda through country and market insight by bringing stakeholder feedback and local perspectives.
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