Total Rewards Manager

About Nexxen Flexible advertising, unified by data. Nexxen empowers advertisers, agencies, publishers and broadcasters around the world to utilize data and advanced TV in the ways that are most meaningful to them. Our flexible and unified technology stack comprises a demand-side platform ("DSP") and supply-side platform ("SSP"), with the Nexxen Data Platform at its core. Position Summary Nexxen is a global advertising technology company connecting advertisers, agencies, and publishers across screens and formats. As we scale, our employees expect total rewards programs that are competitive, easy to navigate, and supported by people who genuinely care about their experience. We are seeking a Total Rewards Manager to own compensation, benefits oversight, and leaves of absence across Nexxen’s global employee population. This is a hands‑on IC manager‑level role for a total rewards professional who can operate with real autonomy, bring structure and rigor to our compensation programs, and serve as a trusted resource for employees and leaders navigating complex total rewards decisions. Our benefits administration is supported by an outsourced provider, so this role is focused on compensation program ownership, strategic leave management, and benefits oversight rather than day‑to‑day claims processing or broker negotiation. You will own day‑to‑day total rewards operations and partner closely with the VP, HR Operations & Transformation on program strategy, compensation committee work, and cross‑functional initiatives. This is a high‑visibility role for someone who combines analytical depth with the professional maturity to operate independently. Key Responsibilities Own job architecture and leveling framework maintenance, including building and updating leveling guides, benchmarking roles against market data (e.g., Radford), and ensuring consistent application across the organization. Lead the annual compensation cycle end‑to‑end, including merit, bonus, and equity planning, modeling, calibration support, and presenting recommendations to the VP and senior leadership. Own compensation analysis and decision‑making for new hires, promotions, and internal equity reviews, serving as the primary advisor to HRBPs and Talent Acquisition on offer construction. Maintain compensation data integrity in the HRIS, lead compensation reporting and audits, and contribute analysis to compensation committee materials in partnership with the VP. Global Leave Management Own end‑to‑end LOA case management including FMLA, ADA, parental leave, and international statutory leaves, exercising sound judgment on ambiguous or complex cases. Coordinate with third‑party administrators to process disability claims and ensure accurate pay treatment during leaves. Serve as the subject matter expert on leave laws, workplace accommodations, and return‑to‑work coordination, advising managers and employees with authority and clarity. Ensure global and local leave compliance while preserving employee medical data confidentiality. Benefits Support Serve as the primary owner of the employee benefits experience, managing the outsourced provider relationship and holding them accountable to service standards. Lead open enrollment communications and employee education strategy, partnering with the benefits provider on execution and ensuring a seamless experience. Drive provider performance through regular check‑ins, SLA monitoring, and escalation management, bringing issues to resolution and flagging risks to the VP. Educate employees and managers on benefits offerings to enhance engagement and utilization. Data, Reporting & Compliance Audit compensation, benefits, and leave data in HRIS (e.g., ADP) to maintain accuracy and support reporting. Prepare and present regular reports on compensation trends, benefit utilization, leave volumes, and absence metrics for HR and Finance leadership, translating data into clear recommendations. Ensure compensation, benefit, and leave programs remain compliant with applicable regulations including ACA, ERISA, HIPAA, COBRA, GDPR, and country‑specific statutory requirements. Identify workflow inefficiencies and recommend automation or process improvements to the VP. Qualifications Required 5–7 years of experience in total rewards, compensation, or benefits, with meaningful exposure across more than one area. Demonstrated compensation ownership experience, including job leveling, market benchmarking, and annual comp cycle execution (not just support). Hands‑on LOA case management experience including FMLA, ADA, and parental leave programs. Advanced Excel skills and fluency with compensation modeling, data analysis, and HRIS systems. Solid understanding of US and international compensation and benefits compliance requirements (ACA, ERISA, HIPAA, COBRA, GDPR). Strong attention to detail with a track record of maintaining accurate data in HRIS systems. Collaborative, employee‑first approach with strong interpersonal and communication skills. Preferred Deep familiarity with job architecture frameworks and comp benchmarking tools (e.g., Radford McLagan). Familiarity with workflow automation tools applied to compensation, benefits, or leave administration. Background in ad‑tech, media technology, or other high‑growth global environments. Experience contributing to compensation committee or board‑level materials. Core Competencies Self‑Starter – operates with a high degree of independence and ownership; drives programs forward without waiting to be directed. Critical Eye – asks whether compensation and benefits processes are performing as well as they could and flags improvements. Simplifier – reduces steps and leverages automation to create seamless total rewards experiences. Clear Communicator – communicates clearly and empathetically with employees navigating complex or sensitive situations. Global Mindset – balances regional program nuance with the drive toward global consistency. Execution Excellence – delivers through disciplined follow‑through and a strong sense of personal accountability. Stakeholder Influence – builds trusted relationships with employees, senior leaders, the benefits provider, and cross‑functional partners, influencing decisions through credibility and data. At Nexxen, we value our differences, varied experiences, and collective contributions. We know that not everyone takes the same career path, so if you don’t match this job description perfectly, don’t worry! We would rather see your application than risk missing out on your potential to make an impact. We offer a variety of benefits including medical, dental, vision, disability insurance, 401(k), EAP, parental leave, unlimited vacation, and company‑paid holidays. The specific programs and options available will vary depending on the state, start date, and employment type. In support of pay transparency and equity, the minimum and maximum full‑time annual base salary for this role is $120,000 - $140,000 at the time of posting. While this is our reasonable expectation this is not a guarantee of compensation or salary, actual compensation is influenced by a wide range of factors including but not limited to skill set, level of experience, education, certifications, responsibility, and geographic location. Candidates hired to work in other locations will be subject to the pay range associated with that location. 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