Original listing text, shown exactly as published by the company.
Key Responsibilities
Executive Sponsorship of Total Rewards
- Provide executive oversight of the global Total Rewards function including compensation, benefits, payroll, and global mobility ensuring programs are competitive, compliant, and aligned with Nexxen’s compensation philosophy.
- Partner with the Total Rewards team to define and evolve the overall compensation philosophy, job architecture, and pay structures; bring recommendations to the CPO and executive leadership for approval.
- Serve as executive escalation point for complex, cross-functional Total Rewards decisions including equity programs, executive comp, and global mobility.
- Ensure the Total Rewards team has the resources, direction, and cross-functional access needed to execute effectively at scale.
Architect the End-to-End Employee Journey
- Review, streamline, and enhance global People processes across the entire employee lifecycle onboarding, performance cycles, mobility, and offboarding.
- Champion an employee-first mindset, ensuring every process feels intuitive, consistent, and frictionless across all regions.
- Leverage AI and automation to modernize workflows and drive scalability and global consistency.
Build High Performing Operational Team
- Build and elevate the operations function across all purview areas
- Unite the team, clarify roles and responsibilities and establish strong goals to work towards
- Leverage the team in setting a strategic HR Calendar across key cyclical processes with a streamlined programmatic lens.
- Drive accountability, sense of urgency, and strong operational rigor to ensure exceptional delivery.
Lead Systems, Automation & Data Strategy
- Own the roadmap and optimization of Nexxen’s HRIS and integrated People systems, ensuring they function as the single source of truth for People data.
- Drive AI adoption across the People function, ensuring tools are fully utilized and integrated into daily workflows.
- Establish strong data governance practices to support accurate, compliant, and real-time analytics across all People programs.
Strengthen Compliance & Operational Integrity
- Ensure all People operational workflows meet local, state, federal, and international employment requirements while preserving business agility.
- Build documentation, controls, and audit-ready processes across the People Operations function.
- Maintain and update policies, procedures, and employee handbooks globally.
Lead Transformation & Vendor Strategy
- Guide the People function through system and process transformations with clear communication, structured change management, and high stakeholder engagement.
- Provide executive oversight of vendor relationships across brokers, payroll providers, and HR technology partners, ensuring strong ROI and service levels.
- Partner cross-functionally with Finance, Legal, and business leaders to embed new processes and drive sustainable adoption.
Qualifications
Required
- 12+ years of progressive HR leadership experience, with significant time in senior roles spanning HR Operations, Total Rewards, and/or HR Transformation.
- Demonstrated experience leading or overseeing Total Rewards functions including compensation, benefits, and payroll in a global environment.
- Proven track record leading large-scale HRIS implementations or HR digital transformation initiatives.
- Strong knowledge of global labor law compliance and operational risk management.
- Experience building and scaling People processes in high-growth or complex, multi-regional environments.
- Strong executive presence and ability to influence and advise at the C-suite level.
- Track record of leading and developing HR teams across multiple functional areas.
- Clear, concise communicator who can simplify complexity and drive alignment across diverse stakeholder groups.
Preferred
- Experience managing People functions through M&A, rapid scaling, or organizational restructuring.
- Background in building data governance frameworks and People analytics infrastructure.
- Familiarity with ad-tech or media technology environments.
Core Competencies
- Strategic Drive Leads with conviction and a clear point of view; drives decisions without needing consensus at every step.
- Critical Eye Consistently questions whether processes and partnerships are delivering value; proposes improvements proactively.
- Simplifier Reduces steps, eliminates friction, and leverages automation to create ease of use at scale.
- Executive Presence Represents the HR function with confidence, clarity, and credibility at the executive level.
- Global Mindset Balances regional nuance with the drive toward global consistency and operational scale.
- Execution Excellence Delivers through disciplined project management, follow-through, and clear accountability structures.
- Stakeholder Influence Builds trust and drives alignment across complex, cross-functional, and cross-regional environments.
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