Senior Rewards Specialist

Own a remuneration strategy that rewards 2,900 colleagues fairly, transparently and attractively

How do you make our customers happy?

By ensuring we reward all our colleagues fairly and competitively, and in compliance with evolving legislation. As the Senior Rewards Specialist, you own bol’s remuneration strategy across both the technical and non-technical workforce. This entails developing and maintaining compensation frameworks grounded in the Korn Ferry job evaluation methodology, running the annual benchmark cycle, and translating market dynamics, internal equity, and regulatory requirements into reward structures that attract and retain talent that serves our shared customers and partners best. From executive compensation packages to pay parity monitoring, you’ll positively impact every aspect of how we value people.

The biggest challenge

Developing and implementing an attractive compensation policy for an organization that evolves faster than the market benchmarks. You’ll own the Performance-Reward cycle as ‘product owner’, grounded in the principle that rewards recognize performance, not the other way around. How do you determine the right salary range for a role that doesn’t exist in the broader job market? How do you create transparency in how employment terms are structured, so colleagues understand what they earn, and why? How do you implement EU pay transparency legislation without sacrificing flexibility? And how do you manage executive remuneration with precision confidentiality? To maximize your impact, you’ll need to balance data-informed rigor with strategic judgment, weighing what’s attractive, financially responsible, and ethically sound – often in the same conversation.

What you’ll do as the Senior Rewards Specialist

You report directly to the Director of P& Organisation Performance. While you often work closely with the Employee Benefits & Affairs team and other P& colleagues, your specialty is remuneration strategy, salary structures, and compensation governance. In essence, you’re bol’s go-to person for everything compensation-related: from edge cases involving specific roles to organization-wide transformations that potentially affect thousands of colleagues.

You’ll develop and maintain the remuneration framework, guided by our Job Family Framework. You’ll oversee the annual benchmark process, managing salary surveys, proposing framework adjustments, and preparing yearly budgets and rewards-related projects. Additionally, you’ll manage the executive compensation process for bol’s senior staff. You’ll be the product owner of the Performance-Reward cycle, collaborating with the People Experience Center on execution, and you’ll manage the annual Ahold Delhaize calibration cycle for the board and directors.

In addition to these structural responsibilities, you’ll be a welcome, trusted advisor. You’ll coach both business partners and people Experience partners who need to navigate delicate compensation trade-offs, serve as a discussion partner for the Works Council on compensation topics, and ensure pay parity is structurally monitored and analyzed. You’ll translate fiscal legislation into executable policy and report on compensation practices to internal and external stakeholders, including ESG reporting. Your key responsibilities:

• Develop and coordinate bol’s overall remuneration strategy for technical and non-technical workforce
• Maintain the remuneration framework based on the Korn Ferry job evaluation methodology
• Guide the executive compensation process, including Ahold Delhaize stakeholder management
• Run the annual benchmark cycle: salary surveys, framework adjustments, and budget proposals
• Own the Performance-Reward cycle and manage the Ahold Delhaize calibration process
• Proactively monitor pay parity and promptly identify and address compensation bias
• Translate fiscal and EU legislation into a compliant, executable compensation policy
• Serve as a trusted advisor to People& teams, managers, the Works Council, and senior managers

Why you can make a difference

You have substantial experience in compensation and benefits management, with a strong grounding in (executive) compensation. You’re accustomed to working with senior stakeholders and (ideally) board-level compensation committees. You thoroughly research topics – salary surveys, benchmarking studies, internal pay equity assessments – and translate insights into proposals that resonate at every level. You understand the Korn Ferry methodology and can apply it in a dynamic organization where roles and structures evolve at breathtaking speed.

To succeed in this position, excellent communication and stakeholder management skills are non-negotiable. You collaborate easily with board members, legal counsel, finance professionals, and P& colleagues, and handle confidential information with absolute integrity. You’re equally comfortable presenting a market analysis to the Works Council as you are advising a boardmember on executive remuneration. You combine analytical depth with considered judgment, and you’re comfortable making calls when perfect data is unavailable, but timing is critical.

3 reasons why this is (not) for you Pros

• Full-spectrum strategist You thrive in a role where you shape the complete remuneration strategy, from executive compensation to pay parity, benchmarks, and board reporting
• Diplomatic trustee Senior management, Works Council, Ahold Delhaize ? You navigate high-stakes conversations with instinctive diplomacy
• Compliance connoisseur EU pay transparency, fiscal legislation, executive governance; you turn regulatory complexity into elegant, workable frameworks

Cons

• Patient perfectionist Proactive decision-making in ambiguous situations isn’t your forte
• Numbers only You’re excellent with data but struggle to translate insights into language that resonates with non-specialists and senior stakeholders
• Salary siloist You prefer to build frameworks solo. Collaborating closely with board members, legal, finance, and the Works Council on sensitive topics would only slow you down.

Where you’ll work

You’ll join the People& team at bol, one of the leading online retail tech platforms in the Netherlands and Belgium. You report directly to the Director of P& Organisation Performance, and work with colleagues in the broader People& domain. The culture: results-oriented and highly accessible. We take our impact seriously, but not necessarily ourselves. With 13.7 million customers, 47,000 partners, and 2,900 colleagues, your work helps shape how bol attracts, retains, and values its people. Ready to own the reward strategy for one of the Benelux’s most diverse and forward-thinking platforms?

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