What’s the role:
As Regional Reward Business Partner, you will independently lead the Reward agenda for an assigned market or market cluster, combining strong compensation expertise with broader HR and business understanding. You will deliver annual Reward cycles, advise senior stakeholders, and translate complex organisational needs into practical, sustainable solutions. Beyond core Reward delivery, you will bring hands-on experience in job architecture and grading, performance management, global mobility and shared-service transition. The role requires experienced judgement from day one and offers credible scope to grow into broader regional or global leadership.
What You'll do
- Own the market Reward agenda. Act as the primary Reward partner for an assigned market, balancing local priorities with regional and global frameworks.
- Deliver annual Reward cycles. Lead salary review, merit, bonus and related compensation processes with strong governance, data quality and deadline discipline.
- Shape job architecture and grading. Apply job evaluation principles, maintain coherent grading structures and advise on role design, levelling and organisational changes.
- Connect Reward and performance. Bring practical performance-management experience and ensure that pay and performance approaches are understood, aligned and executable.
- Partner on global mobility. Advise on the Reward implications of international assignments and mobility decisions, working effectively with Global Mobility, HR, tax, payroll and business stakeholders.
- Support service delivery transformation. Contribute to or lead shared-service centre transitions, clarifying ownership, controls, service expectations and escalation routes while protecting business continuity.
- Partner with senior stakeholders. Build trusted relationships with market leadership, HR leaders, Finance and other functions, presenting clear options, risks and recommendations.
- Turn data into decisions. Use market data, internal analytics and business context to identify trends, challenge assumptions, and make concise recommendations.
- Improve processes through technology. Use Workday, Excel and reporting tools to strengthen controls, simplify delivery, improve user experience and reduce manual work.
- Lead beyond immediate scope. Contribute to regional and global projects, share best practice and build scalable standards across Reward and adjacent HR topics.
What You’ll Bring
- Substantial professional experience in Reward/compensation, with demonstrated independent ownership of a market, business unit or complex client group.
- Broad business and HR perspective beyond Reward expertise, with the confidence to connect pay decisions to organisation, performance, talent and operating-model considerations.
- Hands-on expertise in salary benchmarking, pay structures, job architecture, job evaluation and grading, merit review, bonus delivery and Reward governance.
- Specific practical experience in performance management, including the connection between performance outcomes, differentiation and Reward decisions.
- Demonstrated exposure to global mobility and international assignment topics, with the ability to navigate cross-border stakeholder and policy complexity.
- Experience contributing to or leading a shared-service centre transition, service-delivery redesign or comparable operating-model change.
- Confidence advising senior stakeholders, combining constructive challenge, judgement, confidentiality and a pragmatic service mindset.
- Advanced analytical capability and attention to detail, with the ability to turn complex information into clear decisions and recommendations.
- Strong Workday or comparable HRIS capability and advanced Excel skills, with evidence of improving controls, processes or user experience.
- Proven project management, prioritisation and problem-solving skills in a fast-moving, international matrix organisation.
- High learning agility, enterprise thinking and visible potential to progress into broader regional or global Reward/HR leadership.
- A relevant degree or equivalent professional experience. A Reward, HR or compensation qualification is advantageous.
What’s In It for You
We will provide a structured onboarding, access to regional and global Reward expertise, and the autonomy to own outcomes. The role offers broad market exposure, meaningful business impact and opportunities to lead projects beyond the immediate market remit, supporting longer-term development towards broader leadership.
You will join a collaborative Regional Reward team with meaningful exposure to markets, senior leaders and global communities. This is an opportunity to combine deep Reward delivery with wider organisational impact, shape scalable ways of working and build experience relevant to future regional or global roles.
Why Hilti
Hilti is a global leader in construction innovation, with more than 34,000 team members across 120 countries. Guided by our purpose, Making Construction Better, we’re driven to keep learning, growing, and finding new ways to make a lasting impact. Here, you’ll be empowered to use your strengths, work with a global and inclusive team, and take on meaningful challenges. At Hilti, you’ll have the chance to make your ideas, achievements, and growth real through purpose, passion, and teamwork.
Commitment to Inclusion
At Hilti, inclusion is a key focus in how we work, lead, and grow together. We are committed to embracing diversity of thought and creating an environment that is inclusive of everyone, everywhere. We continuously strive to ensure every voice is valued and every team member feels empowered to contribute. By building on this foundation, we strengthen our teams, our innovation, and our impact, making construction better together.
1. We are committed to having all applications reviewed by a human and while nobody is infallible, we stand by our people centric approach to everything we do
2. Once you submit your application you can expect to receive automated notifications from our system (triggered by our recruiting team)
3. Applications that do not make it to the interview stage (with a hiring manager) will not receive personalized feedback.
4. Our end-to-end recruitment process (including evaluation time and interviews) may last between 3 and 6 weeks. You can expect to hear back from us within 2-3 weeks (on average) regardless of outcome
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