Remedica is a globally active EU-based pharmaceutical company, headquartered in Cyprus and present in more than 110 countries. Founded in 1980, the company has evolved into a trusted generics CDMO and dossier development partner for pharmaceutical companies worldwide. Remedica combines development expertise, EU-based manufacturing capabilities, regulatory know-how and a strong quality culture to deliver competitive, high-quality medicines. Its portfolio includes over 300 products across key therapeutic areas, including cardiovascular, oncology, anti-diabetic, anti-infective, central nervous system, alimentary tract, genito-urinary and musculoskeletal treatments.

Over the last few years, Remedica went through a massive transformational program from a locally recognised reputable company to a global player, respected by its distributors, partners, and clients. The investments into the factories, R&D equipment, new facilities, implementation of best-in-class software, and people development are the baselines for Remedica's success in the future.

Job Purpose

To lead the operational design, governance and delivery of Remedica’s reward, benefits and performance management frameworks, ensuring they are competitive, compliant, data-led, financially sustainable and aligned to the Company’s business strategy, culture and people priorities. The role translates the Reward Philosophy, Workforce Plan and approved reward strategy into practical frameworks, decision processes, governance controls and manager-friendly practices, exercising delegated authority within approved frameworks and escalating material exceptions, risks and policy decisions.

Duties and Responsibilities

The role combines specialist reward expertise, operational process leadership and governance discipline, while final policy, budget and exception decisions remain with the appropriate senior leader or governance forum.

1. Lead the operational implementation of Remedica’s Reward Philosophy and annual reward priorities across fixed pay, variable pay, allowances, benefits, recognition, job architecture and performance management.
2. Lead the governance, process design, documentation and control framework for reward, benefits, job evaluation, pay transparency, annual career review and performance management, ensuring outputs are consistent, compliant and ready for the appropriate approval route.
3. Lead the annual Career Review cycle, including pay, bonus, performance review and career progression planning, governance, calibration support, quality controls, communications and post-cycle reporting.
4. Prepare senior-level reward, performance and governance papers, including options, risks, financial implications and recommendations for HR leadership, ExCo, Board or relevant committees.
5. Act as the operational decision owner for routine reward and performance matters within approved policy, budget and governance frameworks, escalating material exceptions, sensitive cases, precedent-setting decisions or matters outside delegated authority.
6. Partner with HR Business Partners, Finance, Payroll, Legal / Compliance and business leaders to ensure reward and performance decisions are accurate, consistent, fair and timely.
7. Lead salary benchmarking, pay positioning analysis, internal equity reviews and workforce cost modelling using approved market data, job evaluation outcomes and internal workforce analytics.
8. Provide evidence-based recommendations on salary offers, salary changes, promotions, adjustments, retention cases, allowances, benefits and performance-related reward decisions.
9. Own reward analytics, dashboards, modelling tools and control reports used for decision making, affordability reviews, governance sign-off and audit readiness.
10. Lead assigned job evaluations by reviewing job descriptions, assessing role scope, preparing evaluation analysis, maintaining job architecture documentation and supporting consistent grading outcomes.
11. Advise HR Business Partners and senior managers on the reward, grade, cost and governance implications of organisation changes, new roles, role redesigns, internal moves and career progression decisions.
12. Ensure alignment between job evaluation outcomes, grading, pay ranges, job architecture, performance expectations and career progression principles.
13. Lead the design, deployment and continuous improvement of performance management frameworks, manager guidance, calibration processes, employee communications and governance reporting.
14. Embed continuous performance conversations, clear objective setting, manager accountability and behavioural expectations as core elements of the performance management approach.
15. Monitor performance process quality and provide senior-level insights on completion, calibration outcomes, performance distribution, rating quality, follow-up actions and governance risks.
16. Lead the review of Remedica’s benefits arrangements, including policy documentation, employee communications, vendor coordination, cost analysis and improvement recommendations.
17. Contribute to the employee value proposition through data-led recommendations on benefits, wellbeing, recognition and reward differentiation for critical talent.
18. Ensure employees, managers and HR colleagues have clear, practical and consistent information on reward, benefits, performance and career review processes.
19. Ensure reward and performance processes comply with applicable legislation, internal policies, pay transparency requirements, data protection obligations, audit standards and governance expectations.
20. Lead preparation for EU pay transparency, equal pay analysis and reward-related regulatory reporting, including data readiness, governance controls, gap analysis and action planning.
21. Guide, coach and coordinate junior team members, analysts or project resources where applicable, ensuring quality outputs, timely delivery and strong professional standards.
22. Maintain high standards of confidentiality, data accuracy, judgement and secure handling of sensitive employee, pay, performance, organisational and business information.

Qualifications and skills

1. Education Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Psychology or a related field. A postgraduate qualification in Human Resources, Reward Management, Finance, Analytics, Employment Law or a related discipline is strongly preferred.
2. Non-Regulated Training Training or certification in compensation and benefits, job evaluation, reward management, HR analytics, performance management, SAP SuccessFactors, data protection, employment law or project management is considered an advantage. Advanced Excel, PowerPoint, reward modelling and HR reporting capability are required.
3. Experience Significant experience in compensation, benefits, performance management, HR analytics or a closely related HR specialist role, including ownership of annual reward or performance processes. Experience with salary benchmarking, job evaluation, pay review cycles, bonus processes, governance papers and confidential employee data is required.
4. Interpersonal Skills Strong senior stakeholder management, influencing and collaboration skills, with the ability to work across HR, Finance, Payroll, Legal / Compliance, ExCo-level stakeholders, business leaders and managers. Able to challenge constructively, use data to influence decisions and maintain professionalism when handling sensitive matters.
5. Communication Skills Strong written and verbal communication skills, with the ability to explain complex reward, performance, governance and cost concepts clearly to different audiences and prepare concise senior-level papers, manager guidance and employee communications.
6. Physical Skills Standard office-related physical abilities. No specific additional physical requirements are required for this role.
7. Cognitive Skills: Advanced analytical judgement, problem-solving ability, attention to detail and capacity to interpret complex reward, performance, workforce, cost and compliance data.
8. Language knowledge Fluency in English, both written and spoken, is required. Knowledge of Greek or other languages relevant to Remedica’s operating markets is considered an advantage.
9. Digital Skills Advanced proficiency in Microsoft Excel and PowerPoint is required. Experience with SAP SuccessFactors, reporting / analytics tools, dashboards, salary benchmarking platforms, scenario modelling and data visualisation tools is considered an advantage.

Why Join Remedica?
At Remedica, we offer a competitive compensation package, including 14 salaries, a provident fund, and a range of additional benefits to support your personal and professional growth. Join our team and be part of a company that values innovation, teamwork, and continuous improvement.

Equal Opportunity Statement
At Remedica, we are committed to ensuring equal pay for equal work and work of equal value. To support this commitment, roles are evaluated using a structured, gender‑neutral job evaluation framework, which objectively assesses the knowledge, skills, responsibilities, effort, and working conditions associated with each role. This approach helps ensure fair, transparent, and consistent outcomes across the organization.

We welcome applications from all qualified candidates, regardless of sex, race, ethnicity, disability, religion or belief, sexual orientation, gender identity, or age.