Global Head of Rewards

Galderma is the emerging pure-play dermatology category leader, present in approximately 90 countries. We deliver an innovative, science-based portfolio of premium flagship brands and services that span the full spectrum of the fast-growing dermatology market through Injectable Aesthetics, Dermatological Skincare and Therapeutic Dermatology. Since our foundation in 1981, we have dedicated our focus and passion to the human body's largest organ - the skin - meeting individual consumer and patient needs with superior outcomes in partnership with healthcare professionals.

Because we understand that the skin, we are in shapes our lives, we are advancing dermatology for every skin story.

We look for people who focus on getting results, embrace learning and bring a positive energy. They must combine initiative with a sense of teamwork and collaboration. Above all, they must be passionate about doing something meaningful for consumers, patients, and the healthcare professionals we serve every day. We aim to empower each employee and promote their personal growth while ensuring business needs are met now and into the future.

Across our company, we embrace diversity and respect the dignity, privacy, and personal rights of every employee.

At Galderma, we actively give our teams reasons to believe in our bold ambition to become the leading dermatology company in the world. With us, you have the ultimate opportunity to gain new and challenging work experiences and create an unparalleled, direct impact.

The Global Head of Total Rewards at Galderma is a visionary leader responsible for designing, implementing, and continually evolving the organization’s strategy and philosophy for total rewards—including compensation, benefits, recognition, and well-being initiatives—on a worldwide scale. This executive role blends strategic direction with operational excellence to ensure that the organization attracts, motivates, and retains top talent through competitive, equitable, and innovative reward programs aligned with business objectives and local cultures.

• Total Rewards Strategy & Leadership:
• Formulate and execute a compelling global total rewards strategy that supports the organization’s overall business goals, values, and employer brand. Partner with executive leadership, regional HR teams, and business units to harmonize the total rewards approach across geographies while respecting regional market differences.
• Compensation Management:
• Oversee the design, benchmarking, and administration of base salary structures, variable pay programs, short- and long-term incentives, and executive compensation plans. Conduct regular market analyses to ensure competitiveness and provide recommendations for pay adjustments as required.
• Benefits Design & Administration:
• Lead the selection, negotiation, and management of global benefits programs, encompassing health, wellness, retirement, and insurance offerings. Ensure benefits are cost-effective, compliant, and responsive to the needs of a diverse, international workforce.
• Recognition & Well-being Programs:
• Develop and steward innovative recognition programs that foster engagement, inclusion, and a positive workplace culture. Champion employee well-being initiatives that promote physical, mental, and financial health, leveraging technology and partnerships where needed.
• Governance & Compliance:
• Ensure all compensation and benefits programs are compliant with local, regional, and international regulations. Monitor emerging laws and regulatory trends, updating policies and practices as necessary to mitigate risk and ensure ethical practices.
• Analytics & Reporting:
• Harness data analytics to measure the effectiveness, equity, and return on investment of total rewards programs. Present insights and recommendations to senior leadership and the board, influencing strategic decisions and future investments.
• Stakeholder Engagement:
• Serve as the primary point of contact and thought leader for all total rewards matters, building strong relationships with internal stakeholders—including HR, finance, legal, and operations—as well as external consultants and vendors.
• Change…